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Job Satisfaction Figures June 2009

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					2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Contents
Report Figures
Figure 1: Very Important Aspects of Employee Job Satisfaction (Employees) Figure 2: Very Important Aspects of Employee Job Satisfaction (HR Professionals) Figure 3: Importance of Job Security Figure 4: Importance of Benefits Figure 5: Very Important Benefits Aspects Figure 6: Importance of Compensation/Pay Figure 7: Very Important Compensation Aspects Figure 8: Importance of Opportunities to Use Skills and Abilities Figure 9: Importance of Feeling Safe in the Work Environment Figure 10: Importance of Career Advancement Opportunities Figure 11: Importance of Career Development Opportunities Figure 12: Importance of Job-Specific Training Figure 13: Importance of Networking Figure 14: Importance of Organization’s Commitment to Professional Development Figure 15: Importance of Paid Training and Tuition Reimbursement Programs Figure 16: Importance of Communication Between Employees and Senior Management Figure 17: Importance of Autonomy and Independence Figure 18: Importance of Management Recognition of Employee Job Performance Figure 19: Importance of Relationship With Immediate Supervisor Figure 20: Importance of Flexibility to Balance Life and Work Issues Figure 21: Importance of Meaningfulness of Job Figure 22: Importance of Organization’s Commitment to Corporate Social Responsibility Figure 23: Importance of Organization’s Commitment to a ‘Green’ Workplace Figure 24: Importance of Overall Corporate Culture

2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 25: Importance of Relationship With Co-Workers Figure 26: Importance of Contribution of Work to Organization’s Business Goals Figure 27: Importance of the Work Itself Figure 28: Importance of Variety of Work Figure 29: Overall Satisfaction of Employees With Their Current Jobs Figure 30: Overall Employee Job Satisfaction Over the Years (Employees) Figure 31: Overall Employee Job Satisfaction Over the Years (HR Professionals) Figure 32: Employee Satisfaction Given Current Economic Climate Figure 33: Salary Offer at Which Employees Are Very Likely to Leave Current Organization

2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 1

Very Important Aspects of Employee Job Satisfaction (Employees)
Job security Benefits Compensation/pay Opportunities to use skills and abilities Feeling safe in the work environment Relationship with immediate supervisor Management recognition of employee job performance Communication between employees and senior management The work itself Autonomy and independence Flexibility to balance life and work issues Meaningfulness of job Overall corporate culture Relationships with co-workers Contribution of work to organization’s business goals Job-specific training Variety of work Career advancement opportunities Organization’s commitment to corporate social responsibility Organization’s commitment to professional development Paid training and tuition reimbursement programs Career development opportunities Networking Organization’s commitment to a “green” workplace 22% 17% 63% 60% 57% 55% 54% 52% 52% 51% 50% 47% 46% 45% 45% 42% 39% 35% 34% 32% 31% 30% 29% 29%

(n = 601) Note: Percentages reflect respondents who answered “very important” from a scale where 1 = “very unimportant” and 4 = “very important.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 2

Very Important Aspects of Employee Job Satisfaction (HR Professionals)
Job security Relationship with immediate supervisor Benefits Communication between employees and senior management Opportunities to use skills/abilities Management recognition of employee job performance Job-specific training Feeling safe in the work environment Compensation/pay Overall corporate culture Organization’s commitment to professional development Career advancement opportunities Career development opportunities Relationships with co-workers Paid training and tuition reimbursed programs Flexibility to balance life and work issues The work itself Autonomy and independence Meaningfulness of job Contribution of work to organization’s business goals Variety of work Organization’s commitment to corporate social responsibility Networking Organization’s commitment to a ”green” workplace 13% 25% 23% 20% 52% 52% 51% 49% 48% 48% 47% 46% 43% 41% 39% 37% 34% 33% 72% 72% 69% 66% 62% 61%

(n = 547) Note: Percentages reflect respondents who answered “very important” from a scale where 1 = “very unimportant” and 4 = “very important.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 3

Importance of Job Security

63%

72%

32% 1% 4% 1%

27%

0%

Very unimportant

Unimportant

Important

Very important

Employees (n = 593) HR Professionals (n = 543) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 4

Importance of Benefits

69% 60% 31% 3% 7% 1% Important Very important 30%

0%

Very unimportant

Unimportant

Employees (n = 597) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 5

Very Important Benefits Aspects
Health care/medical benefits 64% 82% Paid time off 58%

68%

Defined contribution plans (i.e., 401(k), 403(b), etc.)

41% 38%

Defined benefit pension plan 22% Family-friendly benefits 16% 29%

39%

Employees (n = 598) HR Professionals (n = 545) Note: Percentages reflect respondents who answered “very important” from a scale where 1 = “very unimportant” and 4 = “very important.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 6

Importance of Compensation/Pay

48% 38%

57%

51%

1%

0%

4%

1% Important Very important

Very unimportant

Unimportant

Employees (n = 601) HR Professionals (n = 546) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 7

Very Important Compensation Aspects
Being paid competitively with the local market 55% 54% 52% 43% Opportunities for variable pay 27% Stock options 6% 12% 37%

Base rate of pay

Employees (n = 600) HR Professionals (n = 542) Note: Percentages reflect respondents who answered “very important” from a scale where 1 = “very unimportant” and 4 = “very important.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 8

Importance of Opportunities to Use Skills and Abilities

55% 39% 37%

62%

1%

0%

5%

1% Important Very important

Very unimportant

Unimportant

Employees (n = 597) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 9

Importance of Feeling Safe in the Work Environment

40%

47%

54%

52%

1%

0%

5%

1% Important Very important

Very unimportant

Unimportant

Employees (n = 597) HR Professionals (n = 549) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 10

Importance of Career Advancement Opportunities

44% 20% 4% 0% 5% Unimportant

47% 32%

48%

Very unimportant

Important

Very important

Employees (n = 603) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 11

Importance of Career Development Opportunities

50%

48% 29%

48%

18% 3% 0% 4% Unimportant Important Very important

Very unimportant

Employees (n = 602) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 12

Importance of Job-Specific Training

50%

45% 35%

52%

13% 2% 0% 3% Unimportant Important Very important Very unimportant

Employees (n = 600) HR Professionals (n = 545) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 13

Importance of Networking

59% 48% 26% 4% 0% Unimportant Important Very important 21% 22% 20%

Very unimportant

Employees (n = 599) HR Professionals (n = 550) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 14

Importance of Organization’s Commitment to Professional Development

53%

47% 30%

49%

14% 3% 0% 4% Unimportant Important Very important Very unimportant

Employees (n = 601) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 15

Importance of Paid Training and Tuition Reimbursement Programs

46% 22% 4% 2% 9% Unimportant

47% 28%

42%

Very unimportant

Important

Very important

Employees (n = 601) HR Professionals (n = 546) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 16

Importance of Communication Between Employees and Senior Management

66% 51% 41% 32%

2%

0%

6%

2% Important Very important

Very unimportant

Unimportant

Employees (n = 601) HR Professionals (n = 545) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 17

Importance of Autonomy and Independence

59% 47% 47% 37% 5%

1%

0%

4% Important Very important

Very unimportant

Unimportant

Employees (n = 601) HR Professionals (n = 547) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 18

Importance of Management Recognition of Employee Job Performance

52% 39% 36%

61%

2%

0%

7%

3% Important Very important

Very unimportant

Unimportant

Employees (n = 602) HR Professionals (n = 547) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 19

Importance of Relationship With Immediate Supervisor

72% 52% 40% 27% 2% 0% 6% 1% Important Very important

Very unimportant

Unimportant

Employees (n = 601) HR Professionals (n = 546) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 20

Importance of Flexibility to Balance Life and Work Issues

39% 12% 1% Unimportant 12%

46%

46%

41%

3%

Very unimportant

Important

Very important

Employees (n = 602) HR Professionals (n = 546) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 21

Importance of Meaningfulness of Job

47%

54% 39% 34%

13% 1% 0% Very unimportant

12% Important Very important

Unimportant

Employees (n = 598) HR Professionals (n = 549) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 22

Importance of Organization’s Commitment to Corporate Social Responsibility

49% 37% 17% 3% 3% Unimportant

47% 31% 13%

Very unimportant

Important

Very important

Employees (n = 594) HR Professionals (n = 549) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 23

Importance of Organization’s Commitment to a ‘Green’ Workplace

47% 37% 27% 9% 3% Unimportant

47% 17%

13%

Very unimportant

Important

Very important

Employees (n = 599) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 24

Importance of Overall Corporate Culture

48%

48%

45%

49%

1%

0%

6%

3% Important Very important

Very unimportant

Unimportant

Employees (n = 600) HR Professionals (n = 549) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 25

Importance of Relationship With Co-Workers

49%

53% 42%

46%

1%

0%

8%

1% Important Very important

Very unimportant

Unimportant

Employees (n = 594) HR Professionals (n = 550) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 26

Importance of Contribution of Work to Organization’s Business Goals

62% 51% 39% 33%

2%

0%

8%

5% Important Very important

Very unimportant

Unimportant

Employees (n = 601) HR Professionals (n = 544) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 27

Importance of the Work Itself

59% 44%

50% 39%

1%

0%

5%

2% Important Very important

Very unimportant

Unimportant

Employees (n = 597) HR Professionals (n = 547) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 28

Importance of Variety of Work

64% 52% 34% 12% 0% Unimportant Important Very important 11% 25%

2%

Very unimportant

Employees (n = 598) HR Professionals (n = 546) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 29

Overall Satisfaction of Employees With Their Current Jobs

63% 45% 41% 27% 4% 1% 10% 9% Somewhat satisfied Very satisfied

Very dissatisfied

Somewhat dissatisfied

Employees (n = 602) HR Professionals (n = 548) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 30

Overall Employee Job Satisfaction Over the Years (Employees)
2009 (n = 602)

45%

41%

2008 (n = 601)

41%

41%

2007 (n = 604)

41%

38%

2006 (n = 604)

41%

39%

2005 (n = 600)

38%

39%

2004 (n = 604)

40%

37%

2002 (n = 604)

47%

30%

Somewhat satisfied Very satisfied Note: Figure represents those employees who answered “somewhat satisfied” or “very satisfied.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 31

Overall Employee Job Satisfaction Over the Years (HR Professionals)
2009 (n = 548)

63%

27%

2008 (n = 684)

69%

16%

2007 (n = 710)

69%

14%

2006 (n = 546)

70%

16%

2005 (n = 503)

65%

18%

2004 (n = 428)

67%

13%

2002 (n = 460)

71%

8%

Somewhat satisfied Very satisfied Note: Figure represents those HR professionals who answered “somewhat satisfied” or “very satisfied.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 32

Employee Satisfaction Given Current Economic Climate

58% 46% 30% 22% 24% 20%

No difference
Employees (n = 601) HR Professionals (n = 547) Source: 2009 Employee Job Satisfaction: A survey report by SHRM

Less satisfied

More satisfied

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2009 Employee Job Satisfaction Understanding the Factors That Make Work Gratifying

Figure 33

Salary Offer at Which Employees Are Very Likely to Leave Current Organization

30% salary increase

58%

20% salary increase

20%

10% salary increase

11%

5% salary increase

8%

Note: Figure represents those who answered “very likely.” Percentages are based on a scale where 1 = “very unlikely” and 4 = “very likely.” Source: 2009 Employee Job Satisfaction: A survey report by SHRM

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