Measurement And Analysis Of Employee Satisfaction In Textile And Garment Enterprises

< p > > a href= "//www.sjfzxm.com/" target= "_blank" > textile < /a > a href= "//www.sjfzxm.com/" target= "//www.sjfzxm.com/" > clothing < < > enterprise employee satisfaction is relative to individual life satisfaction and overall satisfaction, especially refers to the satisfaction degree of individual as a career person.

It refers generally to the feelings or emotional reactions of workers in the organization, and is a reflection of employees' attitude toward their work or work experience.

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< p > regular scientific employee satisfaction survey can enable enterprise leaders to further understand employees' needs and find business problems, so that problems can be solved in a targeted way.

At the same time, through the measurement of employee satisfaction, timely implementation of the measures of Monitor Company, timely warning of problems in employees, and providing scientific basis for decision-making, the main measuring tools for measuring employee satisfaction include semantic difference scale, workload statement, job description index, Minnesota job satisfaction scale and Peter demand satisfaction scale. Generally speaking, the survey is conducted through employee satisfaction questionnaire, supplemented by further interviews.

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There are mainly two kinds of methods in P survey: one is the single overall assessment method, the other is the total score method of work elements.

The single overall assessment method is relatively simple, but this method only has the overall score, though it can know the relative satisfaction level, but it can not diagnose the specific problems, and is not conducive to finding the focus of improvement work.

Comparatively speaking, the total score method of work elements is more complicated than the single overall assessment method, but obtaining more accurate evaluation and diagnosis results will help to formulate corresponding countermeasures according to the existing problems and improve the satisfaction level of employees.

The questionnaire should be designed according to the main dimensions affecting employee satisfaction, such as the survey of employees' overall business status, job satisfaction, job climate and salary satisfaction.

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< p > in order to avoid the distortion of the survey results, we should pay attention to the following questions: < /p >

< p > 1, do well the ideological work of the staff ahead of time, relieve the concerns of "a href=" //www.sjfzxm.com/news/index_c.asp > employee < /a >, so that employees can reflect their true thoughts as much as possible.

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< p > 2, reasonable design.

There is a certain difference in the quality of different employees. There should be some difficulty in designing the problem process. At the same time, we should pay attention to the way of asking questions, and strive to be concise and easy to understand, so that employees can answer accurately.

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< p > 3. Questionnaires should be designed for employees at different levels.

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< p > 4, for the same question, in order to reflect the true thoughts of employees, we can ask questions repeatedly, that is, through different questioning methods, we can understand employees' thoughts from different angles.

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< p > 5, we can conduct cross correlation analysis with two or more related questions to judge whether the employee's answer is reasonable.

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< p > the results of the survey should be scientifically analyzed, such as basic analysis, classification analysis and related cross analysis.

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< p > < a href= "//www.sjfzxm.com/news/index_s.asp > > analysis < /a > is a rough generalization of the percentage distribution of the situation reflected in the survey questions, which is a general description of the staff's reflection.

It can be directly reflected and analyzed by histogram.

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< p > classification analysis is to classify employees according to certain classification criteria (such as education, job and age), and from this to compare and analyze the different views of different categories of employees on investigation questions and analyze the causes. Cross correlation analysis is to investigate the real thoughts of employees through multiple related questions, and to seek the true thoughts of employees through the relevance of problems.

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