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The adaptive reuse of historic buildings into contemporary office spaces prompts intriguing inquiries regarding its impact on employee satisfaction and workplace culture. This study explores the potential of adaptive reuse to transform historic buildings into functional, sustainable offices, using Erbil Citadel houses as a base for the study. Through this research study, user preferences and perceptions of the integration of historical features into the modern work environment were examined. Quantitative data were extracted from 60 survey respondents and analyzed in terms of medians, modes and the analysis of key themes, such as historical aesthetics, employee creativity, work satisfaction and environmental factors, including natural light and airflow. The findings emphasize the equilibrium between safeguarding the cultural heritage of the historical structure and the requirements of contemporary office environments. The findings underscore the need for sustainable practices and technological integration to enhance workplace functionality and team well-being, particularly in shared spaces. This paper highlights the importance of decision makers' perspectives on heritage conservation, stressing the necessity for a culturally attuned and sustainable reuse strategy that addresses community requirements. This study offers a methodological framework for reconciling historical narratives with modern office requirements while also addressing broader discussions on adaptive reuse and the potential for enhancing workplace quality. [ABSTRACT FROM AUTHOR]

Workplace conflict is inevitable when employees of various backgrounds and different work styles are brought together for a shared business purpose. Conflict can and should be managed and resolved. This study explores the critical role of conflict management in shaping employee satisfaction within Micro, Small, and Medium Enterprises (MSMEs). Given the unique challenges faced by MSMEs, such as limited resources and informal structures, effective conflict resolution strategies are essential for fostering a harmonious work environment. Utilizing a quantitative approach, this research examines the impact of various conflict management techniques on employee morale and satisfaction. The findings highlight the significant positive correlation between structured conflict management and increased employee satisfaction, underscoring the importance of adopting collaborative and supportive conflict resolution methods in MSMEs to enhance overall organizational performance. [ABSTRACT FROM AUTHOR]

Banking sector is predominantly a customer-focused business that provides a gamut of financial services in aid of advanced technology, prompt communication system and conception of various banks to deal with multinational led environment. Some priority should be given to human resource development in order to emerge as strong and viable financial institution. So, the banking sector should emphasize on employees and how they can be satisfied, engaged and perform better. This study indicates to what extent employee satisfaction and employee performance are interlinked with each other. The purpose of this study is to explore the factors of employee satisfaction and employee performance and to establish a relationship between them. A survey method using a structured questionnaire was used to collect the responses of bankers in SBI, Bhubaneswar region. Having the data collected from 240 filled questionnaires, analysis was carried out using exploratory factor analysis, and to further validate this, structural equation modelling was developed. This was followed by a confirmatory factor analysis to establish the linkage between employee satisfaction and employee performance. The results indicated a significant relationship between employee satisfaction and performance. This study contributes to understanding of the various factors affecting employee satisfaction and performance, especially in the banking sector. By focusing on employee satisfaction, managers can keep the employees more focused, engaged and committed to their work and enhance overall productivity of the organization. [ABSTRACT FROM AUTHOR]

The concept of sustainable development has become widely accepted among nations, organisations and individuals. According to the Bruntland Commission, Sustainable Development is defined as a development that meets the needs of the present generation without compromising the ability for future generations to meet their needs. In this conceptual study, we outline a simplistic framework of aspects, variables, and relations constituting a workable definition of 'sustainable success' inspired by previous theoretical models. The aim is to contribute to a pragmatic clarification of how the concept of sustainable development could be more understandable, measurable, and manageable during global uncertainty and rapid change. A theoretical background is presented, followed by an overview of the method of investigation with a subsequent presentation of the results and a reasoning that frames the conceptual framework on critical constructs for measuring sustainable success based on stakeholder perceptions. [ABSTRACT FROM AUTHOR]

In a dynamic context, where market requirements and needs change often, it is important for companies to adapt to new demands as quickly as possible to continue to be successful. To be able to face numerous challenges, however, organizations need to focus on the needs of their employees, with their satisfaction being an intermediate objective in achieving performance. Since technology is a pillar of each business field, the aim of this study is to explore employees' perspectives on the use of technology at work, analyzing its main roles within the company, the benefits it provides from the employees' viewpoint and its implications for satisfaction and performance. To achieve this objective, the authors used existing results in the literature that indicated several methods for the analysis of this subject, and continued with qualitative focus group research that involved six employees working both in hybrid and remote setups, within companies providing services in the engineering area. Thus, in this qualitative study, the needs and preferences of engineering employees are analyzed towards the efficiency of work activities, the improvement of team collaboration, as well as the role of digital technologies in facilitating communication and collecting feedback. Also, the research results address the support of personal and professional development and emphasize the importance of balance between personal and professional life through workplace flexibility—an aspect relatively unexplored in the specialized literature. Apart from the theoretical contributions that the study offers for the development of the literature, the results of this research offer a practical perspective for companies in the field of engineering, suggesting future research directions and recommendations for optimizing performance and increasing the level of employee satisfaction through the implementation of appropriate and personalized digital solutions. [ABSTRACT FROM AUTHOR]

The study aimed to identify The Role of Training and Continuous learning in Employee's Satisfaction in the Governmental Health Sector in the Kingdom of Saudi Arabia, the study sample consisted of (280) workers from the government health sector in the Tabuk region of the Kingdom of Saudi Arabia. The study tools were a questionnaire to identify the role of training and continuous learning in Employee's Satisfaction in the Governmental health sector in the Kingdom of Saudi Arabia. The results of the study showed that there is a positive correlation between the dimensions of training and continuous learning and the dimensions of satisfaction of workers in the government health sector, There is also a statistically significant effect of training and continuous learning on Employee's Satisfaction in the Governmental health sector, There is a significant difference in the attitudes of workers about training and continuous learning according to demographic variables (gender, age group, social status, educational qualification), There is a significant difference in the attitudes of workers about worker satisfaction according to demographic variables (gender, age group, social status, educational qualification), The study recommended the need to develop comprehensive training programs based on the actual needs of workers, including technical training and professional development, with a focus on updating these programs regularly to ensure Keeping pace with changes in the health sector, by developing a comprehensive and integrated plan for training and education that includes objectives, resources, timetable, and implementation method. This plan must also include strategies to ensure that workers interact and participate in the training process. [ABSTRACT FROM AUTHOR]

Patient satisfaction is a key factor in the success of hospitals worldwide, making it an important focus for contemporary research. This study aims to examine the impact of service quality, employee satisfaction, and the organizational environment on patient satisfaction in Chinese hospitals. Additionally, it investigates the mediating role of information flow in the relationships between service quality, employee satisfaction, the organizational environment, and patient satisfaction in Chinese hospitals. Data for the study was collected through survey questionnaires administered to patients in government hospitals in China. The reliability of the data and the relationships among the constructs were analyzed using Smart-PLS software. The findings revealed that service quality, employee satisfaction, and the organizational environment positively influence patient satisfaction in Chinese hospitals. Moreover, the results indicated that information flow significantly mediates the relationships between service quality, employee satisfaction, the organizational environment, and patient satisfaction. These findings provide valuable insights for policymakers, offering guidance on strategies to enhance patient satisfaction by focusing on improving service quality, ensuring effective information flow, and fostering a positive organizational environment. Doi: 10.28991/ESJ-2025-09-01-09 Full Text: PDF

This research aimed to investigate the relationship between work climate, sustainability practises and perceived economic performance in sustainable companies, focusing on the impact of Environmental, Social, and Governance (ESG) initiatives. The main objective is to assess how workplace climate influence economic performance and how sustainability practices contribute to employee satisfaction. The study uses a quantitative methodology based on a questionnaire consisting of 15 questions distributed to employees of sustainable companies. The collected data were statistically analysed using SPSS software, with correlation and linear regression tests to validate the hypotheses. Three main hypotheses were tested in the study: (H1) the positive relationship between a favourable work climate and economic performance, (H2) the contribution of sustainability practises to improving work climate, and (H3) the correlation between involvement in ESG initiatives and employee satisfaction. The results indicate a significant correlation between a positive work climate and perceived economic performance as well as a correlation between the implementation of ESG initiatives and employee satisfaction. This research contributes to the understanding of how sustainability practises can influence both employee satisfaction and overall business performance and provides guidance for improving organisational strategies in sustainable companies.

In recent years, the role of leadership in increasing employee satisfaction (ES) has received significant attention, with emotional intelligence (EI) emerging as a key factor in promoting effective leadership (EL) in organizations. Although research has demonstrated the positive impact of EI on workplace outcomes, the interplay between perceived LE, EI, and ES remains underexplored. This research is part of this theme and aims to investigate the influence of the perceived levels of LE and EI of SE leaders in the work environment. This study highlights the importance of integrating emotionally intelligent leaders into organizational structures to improve SE, which subsequently contributes to organizational success. A quantitative methodology was used, with data collected through the application of three questionnaires: one to assess the perception of LE, another to measure EI, and a third to assess SE. The results indicated a positive correlation between all constructs. Employees with more favorable perceptions of their leaders’ EI levels and leadership effectiveness reported greater workplace satisfaction. We also found that LE and EI significantly predicted ES. These findings emphasize the need to foster leadership that is not only competent, but also emotionally intelligent to increase workplace satisfaction and productivity.

Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace.

The study aims to highlight the critical role of HR practice in shaping tourist experience and satisfaction, ultimately contributing to the success and reputation of tourism enterprises. Additionally, it aims to understand how eff ective HR management influences the overall experience and satisfaction of tourists. Using a mixed-methods approach, data was collected from 112 employees and tourists in Lebanese resorts. Structural Equation Modelling revealed significant relationships between HRP and employee satisfaction and performance. Employee satisfaction strongly correlated with tourist satisfaction, while employee performance showed a weaker correlation. Notably, tourists prioritized employee friendliness over professional expertise. This study contributes to the literature by highlighting the importance of employee attitude in shaping tourist experience in a developing country context. The findings have implications for HR strategies in the tourism industry, emphasizing the need to focus on fostering positive employee attitudes alongside professional skills.

The effectiveness of organizations and the satisfaction of customers are both significantly improved by providing outstanding quality. To better meet the needs of their consumers, an increasing number of firms are implementing quality improvement programs such as total quality management (TQM). The major objective of this research paper is to examine the effects of TQM components on the efficiency and effectiveness of UAE higher education institutions (HEIs). The association between TQM components and organization performance was investigated using a quantitative research technique based on a survey study design. The partial least square structural equation model (PLS-SEM) was used to quantify the reflectiveness of 99 data. The study found that TQM has a positive impact on employee satisfaction and service quality in HEIs. It was revealed that TQM has a significant impact on organizational performance, with service quality serving as a mediator. Furthermore, the results revealed that service quality and students’ satisfaction are fully mediating the relationship between TQM and organizational performance. The current study concludes that HEIs are implementing TQM to enhance market performance and comprehend the evolving business trends. The study has added to the body of information about the relationship between TQM elements and organization performance.

In an increasingly competitive and globalized labor market, talent retention has emerged as a critical challenge for modern organizations. This study aims to identify effective talent retention strategies and their impact on organizational success by analyzing international research through a bibliometric approach. The analysis is based on seminal studies from 1990 to 2024, using Scopus data and advanced visualization tools such as RStudio bibliometrics package and VOSviewer. Our research focuses on key strategies, including organizational culture, work-life balance, employee recognition, and the role of digitalization in human capital management. The study reveals that interest in talent retention research increased significantly in the 1990s and maintained steady momentum, with fluctuations driven by major global events such as the 2008 financial crisis and the COVID-19 pandemic. The United States leads global contributions to this field, followed by the United Kingdom and India. Keyword analysis identified five key thematic clusters, with a focus on employee satisfaction, job satisfaction, talent development, and emotional intelligence. Results suggest that employee well-being, professional development, and organizational transparency are essential for achieving high levels of employee commitment. Additionally, factors such as anxiety, work-life balance, and job stress are critical in fostering employee satisfaction. While employee recognition and the integration of technology in human resource management remain underrepresented in the literature, these aspects present opportunities for future research. This paper concludes that adopting a holistic approach to employee well-being and development, alongside embracing technological advancements, is vital for fostering long-term talent retention and enhancing organizational performance.

This study was conducted to analyze the relationship between well-being at work and change management among employees of a financial institution located in the department of Meta, Colombia. The information was collected via a questionnaire sent to all employees in 2021. A statistical and correlational analysis was carried out. The results show that (1) the majority of participants present high levels of well-being at work, (2) the sociodemographic characterization of the collaborators shows a greater presence of women (70%), and (3) the highest percentage of employees belong to the commercial field (53%). It was found that wellness activities have a significant relationship with change management in the organization. The financial entity has implemented actions that generate well-being in employees, however, it is important to improve some aspects related to change management and continue advancing in policies that favor the reconciliation of family and work life. [ABSTRACT FROM AUTHOR]

In recent years, the role of leadership in increasing employee satisfaction (ES) has received significant attention, with emotional intelligence (EI) emerging as a key factor in promoting effective leadership (EL) in organizations. Although research has demonstrated the positive impact of EI on workplace outcomes, the interplay between perceived LE, EI, and ES remains underexplored. This research is part of this theme and aims to investigate the influence of the perceived levels of LE and EI of SE leaders in the work environment. This study highlights the importance of integrating emotionally intelligent leaders into organizational structures to improve SE, which subsequently contributes to organizational success. A quantitative methodology was used, with data collected through the application of three questionnaires: one to assess the perception of LE, another to measure EI, and a third to assess SE. The results indicated a positive correlation between all constructs. Employees with more favorable perceptions of their leaders' EI levels and leadership effectiveness reported greater workplace satisfaction. We also found that LE and EI significantly predicted ES. These findings emphasize the need to foster leadership that is not only competent, but also emotionally intelligent to increase workplace satisfaction and productivity. [ABSTRACT FROM AUTHOR]

Midwives play a vital role in addressing issues related to pregnancy and breastfeeding, which also helps prevent postpartum depression. Low satisfaction among hospital midwives can lead to inadequate professional identity and employee turnover. The aim of this study was to determine the factors that influence midwives' job satisfaction in maternity services. The stages in this research include starting, selecting cases and informants, compiling instruments and protocols, entering the field, analyzing data, establishing proportions, summarizing the literature, concluding, implications, and recommendations for further research. In this study, the researcher used ten midwives as research informants. Data collection techniques used in this study include observation, interviews, field notes. Triangulation is used to help confirm research findings, reduce the shortcomings of a single method or source, provide greater insight, quickly detect and eliminate inconsistent data, and increase the validity and credibility of the research. The researcher concluded that there were ten latent variables from ten informants. Eight latent variables contributed to employee satisfaction. These factors include sense of dedication, family orientation towards relationships, synergistic teamwork, rational compensation, support for professional development, employee facilities, empathy for scarce resources, and serving patients with diverse demographics. In addition, two factors were identified as causes of employee dissatisfaction such as flood-prone facilities and work-life imbalance. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Higher Education / Yüksekögretim Dergisi is the property of Deomed Publishing and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace. [ABSTRACT FROM AUTHOR]

The research was conducted to determine if there was a mediating effect of employee satisfaction between psychosocial hazards and retention intention among Private Higher Education Institutions (PHEI) employees. With the aid of G*power, a sample size of 120 employees of selected PHEIs in Calamba City were included through a multistage sampling technique. The Job Descriptive Index was adopted to measure employee satisfaction and retention, and the Job-Demands-Control questionnaire (CVR = 1.00) (Cronbach's a = .767) was adapted to measure psychosocial hazards. Employing mediation analysis, data were gathered and analyzed using regression and the Sobel test. It was revealed that among PHEI employees, the level of psychosocial hazards was very low, and the level of employee satisfaction and retention was high. It was also revealed that psychosocial hazards had a significant impact on employee satisfaction (B = 2.281, p<.001), wherein psychosocial hazards accounted for 40.4% of the variance in employee satisfaction, employee satisfaction had a significant impact on retention level (B = -.996, p<.001) wherein, employee satisfaction accounted 63.9% of the variance in retention, and psychosocial hazards had significant impact with retention level (B = .691, p <.001) wherein, psychosocial hazards accounted 39.4% of the variance in retention. Furthermore, employee satisfaction carried a significant effect on the relationship between psychosocial hazards and retention of PHEI employees which meant that the relationship between psychosocial hazards and retention is mediated by employee satisfaction. Lastly, an action plan was proposed intended to be used by the Human Resource Department of each PHEI. [ABSTRACT FROM AUTHOR]

How has the COVID-19 pandemic affected employee satisfaction in Tourism and Hospitality industries? This paper uses a topic modelling approach to explore the pandemic effects utilizing a large sample (N = 733,746) of employee-generated online reviews. Comparing online employee feedback during the pandemic to the pre-pandemic period, the study indicates a shift in topics discussed, suggesting changes in employee satisfaction drivers. During the pandemic, there was a noticeable increase in positive discussions regarding work stress, customer behaviour, and managerial practices. Work-life balance and management behaviour were found to be more closely linked to increased dissatisfaction, whereas employee treatment, working environment, and company culture were associated with higher satisfaction levels. The present study contributes to the understanding of employee satisfaction in tourism and hospitality services as the first to measure the impact of COVID-19 by harnessing the power of online employee user-generated content providing practical implications for theory and employee practice. [ABSTRACT FROM AUTHOR]

This research aims at understanding how the performance measurement system (PMS) is reflected in work engagement, motivation and satisfaction. Data were collected from 11 surveys completed by coordinators and managers from a petroleum refinery located in the southern region of Rio Grande do Sul. Henri (2006) and Simons (1995) approaches on the performance measurement system were adopted together with employee behavioral indicators (such as motivation, satisfaction and engagement) as elements to conduct surveys which were subsequently under content analysis (Bardin, 2016). The results evidenced that PMS is being applied at the company through dialogue, communication, safety and training. The refinery fosters work engagement, motivation and satisfaction, making employees feel proud, content and happy to be part of the organization. This encourages them to have a better performance and carry out their activities enthusiastically and with a clear focus. The findings show that PMS is favorably applied in a diagnostic and interactive manner in the organization under study. The relevance of this research is evident since organizations continually face a rising number of internal and external challenges including the need to motivate employees to increase productivity and reinforce work engagement. [ABSTRACT FROM AUTHOR]

Employees are an asset to the company. The success of a company is highly dependent on the quality of its employees. Changes in the era of globalization demand the existence of employees who have the ability to compete. As one of the private companies, of course, company XYZ must be able to have qualified employees in order to excel from similar competitors. One of the aspects possessed by qualified employees is a high level of loyalty. This study aims to evaluate the level of loyalty of employees of XYZ company that is affected by the work environment and mediated by employee satisfaction. This study uses a verifiable descriptive approach, with a sample of 68 informants. Data collection was carried out through a questionnaire with data processing using SEM-PLS. The findings of the study show that the work environment has a significant effect on employee loyalty levels. On the continuum line, the work environment and employee loyalty are in the high category. This research also highlights the need for XYZ company to improve the professional equipment used to support Employee Loyalty which ultimately affects the company's performance. This research also highlights the need for XYZ company to improve the professional equipment used to support employee loyalty which ultimately affects the company's performance. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study explores the relationship between hotel employees' perceptions of human resources practices (HRP), employee satisfaction, and engagement, as well as the mediating role of satisfaction. It also examines whether the relationship between these variables is different for different employee groups (city-resort hotel and frontline-backline employees). The results showed that HRP positively affect employee satisfaction and job engagement and employee satisfaction mediated the relationship between these two variables. However, the relationship between HRP and employee satisfaction differs for city and resort hotel employees. Implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

In an increasingly competitive and globalized labor market, talent retention has emerged as a critical challenge for modern organizations. This study aims to identify effective talent retention strategies and their impact on organizational success by analyzing international research through a bibliometric approach. The analysis is based on seminal studies from 1990 to 2024, using Scopus data and advanced visualization tools such as RStudio bibliometrics package and VOSviewer. Our research focuses on key strategies, including organizational culture, work-life balance, employee recognition, and the role of digitalization in human capital management. The study reveals that interest in talent retention research increased significantly in the 1990s and maintained steady momentum, with fluctuations driven by major global events such as the 2008 financial crisis and the COVID-19 pandemic. The United States leads global contributions to this field, followed by the United Kingdom and India. Keyword analysis identified five key thematic clusters, with a focus on employee satisfaction, job satisfaction, talent development, and emotional intelligence. Results suggest that employee well-being, professional development, and organizational transparency are essential for achieving high levels of employee commitment. Additionally, factors such as anxiety, work-life balance, and job stress are critical in fostering employee satisfaction. While employee recognition and the integration of technology in human resource management remain underrepresented in the literature, these aspects present opportunities for future research. This paper concludes that adopting a holistic approach to employee well-being and development, alongside embracing technological advancements, is vital for fostering long-term talent retention and enhancing organizational performance. [ABSTRACT FROM AUTHOR]

This study examines the Job facilities and the factors affecting employee satisfaction levels and how significantly they are correlated to each other. In the world of business research, one of the vital challenges is employee commitment toward the company. According to research, employee dedication and performance are strongly correlated with employee contentment. That is why employers and researchers are constantly looking for explanations for employee happiness. Several aspects affect employee satisfaction, some of which are obvious while others are not. This study explores how certain financial and non-financial variables relate to employee contentment. The survey has been done by a Likert scale questionnaire on a total of 200 employees from 10 Insurance companies in Bangladesh. According to this empirical study, a few non-financial variables, except salary, have a substantial relationship with employee satisfaction. [ABSTRACT FROM AUTHOR]

Copyright of Social Sciences Studies is the property of Social Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines the impact of corporate digital transformation on employee satisfaction. Therefore, this study extends our understanding of the economic consequences of corporate digital transformation from employees’ perspectives. The data used to construct our main proxy of employee satisfaction are collected from Kanzhun.com, which provides reviews by rank-and-file employees on their employers. This study uses a large sample of Chinese firms and adopts various empirical methods to examine the impact of digital transformation on employee satisfaction. We find a significant positive relationship between corporate digital transformation and employee satisfaction. Moreover, we document that the relationship between corporate digital transformation and employee satisfaction is more pronounced in firms with higher labor intensity and in state-owned enterprises (SOE). One significant limitation is that corporate digital transformation is constructed based on word frequency analysis. This approach may be influenced by variations in corporate disclosure practices and might not accurately capture the true extent of corporate digital transformation. This limitation is not only present in our research but is also pervasive in many other studies that utilize similar methodologies. Therefore, our results should be interpreted with this caveat in mind. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study contributes to the literature on the economic consequences of corporate digital transformation and extends existing research on the determinants of employee satisfaction. Additionally, it provides a novel measurement of employee satisfaction for a large sample of Chinese firms.

This study aims to explore how effective internal communication influences the job satisfaction of Vietnamese Gen Z employees, and to understand whether good internal communication can enhance Gen Z employees’ comprehension of their job roles, promotion opportunities, relationships with supervisors, and co-worker interactions, ultimately leading to increased job satisfaction.The research comprises two phases: a pilot survey and in-depth interviews. The pilot survey confirmed the importance of internal communication and its perceived influence on job satisfaction. Subsequently, in-depth interviews provided nuanced insights into how internal communication practices affect their understanding of work nature, promotion opportunities, relationships with supervisors, and co-workers.The findings indicate that effective internal communication positively affects Gen Z employees’ understanding of their job roles, increases their awareness of training and promotion opportunities, enhances relationships with supervisors, and fosters productive co-worker interactions. While it did not directly influence salary levels, these internal communication efforts significantly improved job satisfaction. Abstrak dalam Bahasa Indonesia. Penelitian ini bertujuan untuk mengeksplorasi bagaimana komunikasi internal yang efektif mempengaruhi kepuasan kerja karyawan Gen Z di Vietnam, dan untuk memahami apakah komunikasi internal yang baik dapat meningkatkan pemahaman karyawan Gen Z tentang peran pekerjaan mereka, peluang promosi, hubungan dengan atasan, dan interaksi dengan rekan kerja, yang pada akhirnya meningkatkan kepuasan kerja. Penelitian ini terdiri dari dua fase: survei pendahuluan dan wawancara mendalam. Survei pendahuluan mengonfirmasi pentingnya komunikasi internal dan pengaruhnya terhadap kepuasan kerja yang dirasakan. Selanjutnya, wawancara mendalam memberikan wawasan yang lebih mendetail tentang bagaimana praktik komunikasi internal memengaruhi pemahaman mereka tentang sifat pekerjaan, peluang promosi, hubungan dengan atasan, dan rekan kerja. Temuan menunjukkan bahwa komunikasi internal yang efektif secara positif mempengaruhi pemahaman karyawan Gen Z tentang peran pekerjaan mereka, meningkatkan kesadaran mereka tentang peluang pelatihan dan promosi, memperbaiki hubungan dengan atasan, dan mendorong interaksi yang produktif dengan rekan kerja. Meskipun tidak secara langsung mempengaruhi tingkat gaji, upaya komunikasi internal ini secara signifikan meningkatkan kepuasan kerja.

Improving customer satisfaction is a crucial objective in today’s marketing landscape, but meeting consumer expectations is no small feat. This paper examines the case of transcosmos Inc.’s contact center operations to explore practices that reduce service dissatisfaction and enhance customer satisfaction. By implementing an AI voice solution, transpeech, transcosmos Inc. has successfully monitored the emotional states of consumers and operators in real time, preventing dissatisfaction and enhancing satisfaction levels. Furthermore, the company’s initiatives in employee training programs, and the implementation of its Mission, Vision, and Values, have promoted employee satisfaction, which in turn has led to increased customer satisfaction. This case study highlights the importance of a balance between technological approaches, such as the use of AI technology, and human approaches, like employee engagement, to improve employee and customer satisfaction.