Title The impact of employee perception of the job satisfaction on hr process management /
Translation of Title Darbuotojų pasitenkinimo darbu lūkesčių įtaka personalo procesų valdymui.
Authors Deremeshko, Bohdan
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Pages 64
Keywords [eng] Process management, employee perception, job satisfaction, integration, training, career development, performance appraisal, compensation and benefits, communication
Abstract [eng] The main goal of this Master's thesis is to investigate what potential impact employee perception of job satisfaction can have on the management of HR processes in a public organization represented by Vilnius University, by evaluating the employee's satisfaction with implemented processes and analyzing their interrelationship together with its impact on overall satisfaction. The structure of the Master thesis consists of 5 main parts covering an introduction, literature analysis, research methodology, data analysis, conclusions and recommendations. Analysis of the literature reviews main concepts regarding HR processes and employee satisfaction, dedicated to the selection of research variables in the future. A list of processes that have a significant impact on employee satisfaction has been reviewed together with other variables affecting employee satisfaction. Considering the selection of the organization for the study, the main differences in the management of HR processes in the public and private sectors have been reviewed. Theoretical knowledge on employee perception and its importance for HR process management concluded the chapter binding previously mentioned topics and formulating the basis for this research. Following the analysis of the literature, research was carried out by the author studying employee satisfaction with implemented HR processes in Vilnius University and its impact on overall employee satisfaction. A total of 208 completed survey responses were collected in this study. Data was processed using SPSS software. Data analysis revealed the statistical significance of employee satisfaction with HR processes towards overall satisfaction, as well as formulated a result regarding employee perception. Similarities with previously conducted studies were found together with data supporting differences between the public and private sectors. Performed research concluded that employees in the public sector have a shared perception of non-monetary processes. Implementation of any of non-monetary processes has a significant impact on satisfaction with other non-monetary processes as well as it impacts employee overall satisfaction. Monetary processes such as compensation and benefits does not impact other non-monetary processes and does not impact overall satisfaction. The conclusion and recommendations summarize the results of the performed research and compare them with the theoretical analysis. It is believed that the results of the study can contribute to HR process management in the public sector. Striving for high level of employee satisfaction and accounting for employee perception, non-monetary processes shall be implemented in a balanced way without a strong focus on isolated activities since employees perceive them as a single unit. Monetary processes are viewed as a separate unit in terms of employee perception and do not significantly contribute to overall satisfaction.
Dissertation Institution Vilniaus universitetas.
Type Master thesis
Language English
Publication date 2025