Boosters of satisfaction, performance and employee loyalty: application to a recruitment and outsourcing information technology organization

Abstract

PurposeThis study applies an Employee Satisfaction Index (ESI) model to quantify the level of job satisfaction and explores the factors that influence employee satisfaction, performance and loyalty to an information technology recruitment and outsourcing organization in Portugal.Design/methodology/approachAs an instrument of data collection, questionnaire was applied to the company's employees, which was divided into two parts: the first part consisted of a previous questionnaire, with questions related to sociodemographic characterization; the second part consisted of the ESI. The company operates only in the information technology (IT) market, and there are currently 300 consultants with different skills.FindingsThe results confirm that the company's employees are globally satisfied, and this satisfaction contributes positively and significantly to the reinforcement of contextual performance and to their loyalty to this organization.Originality/valueJob satisfaction takes on a growing interest in understanding quality of life, strategic management and organizational performance. Job satisfaction contributes to the professional finding, that is, in employees’ activity and in adopting positive attitudes toward customer satisfaction, thus promoting organizational performance.

How organizational trust impacts organizational citizenship behavior: Organizational identification and employee loyalty as mediators

“…Companies usually take various team stabilization measures to improve organizational efficiency and morale. Previously, managers usually increased employee loyalty by offering promotions, increasing salaries, and benefits ( Veloso et al, 2021 ). The results of this study show that OT and OI have significant positive effects on EL.…”

“…Therefore, in modern enterprise management, how to retain talents and cultivate employee loyalty has been the focus of researchers and managers. EL is defined as an individual’s identification with the core values philosophy of the organization, which embodies the psychological state of the relationship between the employee and the firm, and is willing to stay in the firm and make a great effort ( Meyer and Allen, 1991 ; Veloso et al, 2021 ). EL is a concentrated manifestation of psychology and emotion ( Dhir et al, 2020 ).…”

“…Numerous studies have confirmed that tangible and material factors promote EL, such as promotion, salary, benefits, working conditions, and so on (e.g., Nadeak and Naibaho, 2020 ; Phuong and Vinh, 2020 ). In addition to economic factors, the academic and practical communities have called for an emphasis on the importance of non-material factors on EL, such as organizational commitment, employee satisfaction, and the support from leaders (e.g., Phuong and Vinh, 2020 ; Li et al, 2021 ; Veloso et al, 2021 ). According to social exchange theory, human interactions in organizations are essentially a series of exchanges based on the principle of “reciprocity.” When employees perceive a wealth of instrumental and emotional support, they are more willing to devote ingenuity to the development of the organization, build loyalty ( Dutta and Dhir, 2021 ), and then be willing to make more contributions to the organization.…”

The Influence of Corporate Boundary Personnel Guanxi and Organizational Loyalty on Opportunistic Intentions – Based on Theory of Reasoned Action Model

“…Some studies have explored the antecedent variables of organizational loyalty ( Matzler and Renzl, 2006 ). Veloso et al (2021) revealed that employee satisfaction contributes significantly to employee organizational loyalty and contextual performance. Nguyen (2021) found the factors affecting the employees’ loyalty in private joint-stock commercial banks in Mekong Delta.…”

Inspiring humans at work by understanding what drives job satisfaction

“…A research paper by Veloso et al (2021) measures employee satisfaction and the elements that lead to or hinder it – namely, a person's performance, loyalty to the company, and feelings around professional satisfaction. To gather data for the study, questionnaires were completed by employees at an information technology (IT) recruitment and outsourcing company based in Lisbon, Portugal.…”