Satisfaction

Employee satisfaction concerning the 5 work domains:

Work content
Nature of the task, complexity and variety of the tasks, emotional demands (relationship with the public, contact with suffering,...), mental strain, obstacles, physical strain, clarity of the tasks,...

Labour organisation
Strategy of the enterprise, organisational structure, the way in which the tasks are distributed, work procedures, management style, the general policy conducted in the enterprise,...

Conditions of employment
Nature of the contract, job security, working time arrangements, training opportunities, career management, evaluation procedures, pay and recognition, etc.

Working conditions
Work pressure, the physical environment in which the work is carried out, furnishing of the workshops, work equipment, noise, lighting, safety, health,...

Labour relations
Atmosphere, relations between employees and with the immediate superior, hierarchical line, contact possibilities, communication, quality of the relations,...

Well-being

Experience of work pressure and work stress based on the 'Demand-Control' model by Karasek. The model offers concrete starting points for interventions.
This theory combines Job Demands (job requirements: workload, emotional load) with Job Control (control possibilities: task variation, autonomy) to summarize the work environment in four job types (relaxed work, challenging work, simple work & stressful work).

Psychosocial risks at the workplace include professional risks that damage both the mental and physical health of workers and have an impact on the proper functioning and performance of companies, as well as on safety.
Stress, bullying, burn-out, conflict, suicide, alcohol and drug abuse are the most common manifestations of psychosocial risks. The harmful consequences can have an impact on the individual but also on the collective level, for example in the form of a deteriorated working environment, conflicts,...
Therefore, psychosocial well-being at the workplace deserves all the attention, because those who are happy at work are more productive!

Work attitude & commitment

Dedicated employees have a heart for their work. Employees who are involved have a heart for their organisation. The difference lies in their love for what they like.

Passionate AND involved employees? A golden combination! They think along with the organisation and enjoy working towards a common goal. They get satisfaction from making both their work and the organisation a success!

Employees with an intention to leave are absent more often. Therefore, employers who want to reduce absenteeism benefit from committed employees!

The working values are directly related to job satisfaction and the degree of motivation for performing the job. The better the values of the employees match those of the work environment, the greater the job satisfaction!