|Abstract:||Awareness on the importance of employee satisfaction with the work they do for their employer usually becomes apparent only when either a change in staff or a voluntary resignation of staff takes place. From the perspective of the employee, it is exactly employee satisfaction that plays the main role in not only retaining that same employee within the company but also in motivating the employee to be creative and bring forward new ideas, at the same time encouraging the employee's sense of belonging to and being loyal to the company, thus making the employee generally valuable for and valued by the company. On the other hand, from the employer's perspective such an employee represents the maximum of what the employer looks for in an employee for the company and what the employer should aspire to if the objective is long-term success of the company. Employee satisfaction is therefore desired by both sides and ensuring it should be a common practice in any company. By performing a regular follow-up on employee satisfaction with their work, this satisfaction is managed, the outcome of which are truly satisfied employees and with that improved both business results and corporate competitiveness.
The first part of the master thesis is theoretical and includes, besides a definition of the basic terminology, the theories connected with employee satisfaction, dimensions of employee satisfaction and the overall impact of the latter. In the continuation, the measuring methods used and the management of satisfaction are explained, and the importance of organizational culture and climate at workplace, but also motivation, revealed.
The empirical part of the thesis represents the primary statistical analysis, based on a survey performed by means of the 1ka online tool. The analysis observes the satisfaction of employees in a law firm and focuses on the position of »secretary« working in such a firm. The areas measured in the survey do not only cover payment satisfaction, but also work time satisfaction, work conditions satisfaction, satisfaction with superiors and colleagues, including an assessment of employment protection, a self-assessment and an assessment of the company's overall performance.
In the final part of the thesis, a summary of the outcome of the survey is provided together with all of its drawbacks and their respective interpretation, and with all the answers to the formulated research questions.
Apart from the fact that secretaries in law firms are generally satisfied with their jobs, another important outcome of the survey shows that their satisfaction with superiors and colleagues has the strongest impact on how satisfied secretaries are in the end with their job. The survey thus reveals that interpersonal relationships at workplace play the most important role in the satisfaction of secretaries in law firms. Another outcome of the survey that calls for attention is that the secretaries who are permanently employed do not consider their employment to be (much) safer than the jobs of those secretaries with a fixed-term or contract employment.|