2012 employee job satisafaction and engagement...2012 employee job satisfaction and engagement a...

Table of ContentsTable 1 | Top Five Employee Engagement Aspects

Table 2 | Top Five Aspects of Job Satisfaction Most Important to Employees: 2002 to 2012

Table 3 | Engagement Opinions

Table 4 | Engagement Behaviors


Table 6 | Comparison of Very Important Aspects of Employee Job Satisfaction: 2002, 2004, 2005, 2006, 2007, 2008, 2009, 2010, 2011 and 2012

Table 7 | Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Table 8 | Employees’ Level of Satisfaction with Aspects of Employee Job Satisfaction

Table 9 | Comparison of Select Very Important Aspects of Employee Job Satisfaction

Table 10 | Comparison of Select Very Important Aspects of Compensation and Benefits

Table 11 | Top Five Very Important Aspects of Job Satisfaction by Employee Job Tenure

Table 12 | Top Five Very Important Aspects of Job Satisfaction by Employee Age

Table 13 | Top Five Very Important Aspects of Job Satisfaction by Employee Gender

Table 14 | Top Five Very Important Aspects of Job Satisfaction by Employee Job Level

Table 15 | Top Five Very Important Aspects of Job Satisfaction by Employee Organization Staff Size

Table 16 | Male Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Table 17 | Female Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Table 18 | Top Five Aspects Contributing to Engagement by Employee Gender

Table 19 | Top Five Aspects Contributing to Engagement by Employee Age

Table 20 | Average Comparison of Engagement Aspects by Select Employee Demographics

2012 Employee Job Satisfaction and EngagementA Research Report by the Society for Human Resource Management (SHRM)

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Table 1 | Top Five Employee Engagement Aspects

2011

(n = 600)2012

(n = 600)

I am determined to accomplish my work goals and confident I can meet them 83% (1) 83% (1)

Relationship with co-workers 76% (2) 79% (2)

Opportunities to use skills/abilities 74% (3) 75% (3)

Contribution of work to organization's business goals 71% (5) 72% (4)

Relationship with immediate supervisor 73% (4) 71% (5)

I frequently feel that I’m putting all my effort into my work 70% 71% (5)

Source: 2012 Employee Job Satisfaction and Engagement: A Research Report by SHRM


Table 2 | Top Five Aspects of Job Satisfaction Most Important to Employees: 2002 to 2012

2002(n = 604)

2004(n = 604)

2005(n = 601)

2006(n = 605)

2007(n = 604)

2008(n = 601)

2009(n = 601)

2010(n = 600)

2011(n = 600)

2012(n = 600)

Opportunities to use skills/abilities — 47% 44% 51% (5) 44% 50% (4) 55% (4) 56% (3) 62% (2) 63% (1)

Job security 65% (1) 60% (4) 59% (4) 59% (3) 53% (2) 59% (1) 63% (1) 63% (1) 63% (1) 61% (2)

Compensation/pay 59% (4) 63% (2) 61% (2) 67% (1) 59% (1) 53% (3) 57% (3) 53% (5) 54% (4) 60% (3)

Communication between employees and senior management

62% (3) 54% 50% 48% 51% (4) 50% (4) 51% 47% 53% (5) 57% (4)

Relationship with immediate supervisor 49% 49% 46% 47% 48% 47% (5) 52% 48% 55% (3) 54% (5)

Note: A dash (—) indicates that this question was not asked that year.




Strongly Disagree

Disagree Neutral AgreeStrongly Agree

Overall Agreement

I am determined to accomplish my work goals and confident I can meet them

1% 3% 13% 45% 38% 83%

I frequently feel that I’m putting all my effort into my work 1% 8% 20% 42% 29% 71%

I am highly motivated by my work goals 2% 9% 22% 39% 28% 67%

While at work, I’m almost always completely focused on my work projects 1% 11% 21% 41% 25% 66%

I am often so wrapped up in my work that hours go by like minutes 4% 12% 24% 35% 26% 61%

I have passion and excitement about my work 5% 10% 24% 34% 27% 61%

I enjoy volunteering for activities beyond my job requirements 6% 12% 29% 36% 18% 54%

I feel completely plugged in at work, like I'm always on full power 3% 17% 29% 32% 19% 51%

Note: Sorted in descending order by “overall agreement” column.



Table 4 | Engagement Behaviors

Strongly Disagree

Disagree Neutral AgreeStrongly Agree

Overall Agreement

In my organization, employees are encouraged to take action when they see a problem or opportunity

5% 10% 25% 41% 20% 61%

My work group never gives up 4% 7% 34% 39% 16% 55%

My colleagues quickly adapt to challenging or crisis situations 4% 12% 30% 37% 18% 55%

Employees in my organization deal very well with unpredictable or changing work situations

4% 13% 28% 38% 17% 55%

In my work group, we are constantly looking out to see what challenge is coming next

5% 11% 34% 35% 16% 51%

The people in my work group are always flexible in expanding the scope of their work

4% 15% 33% 32% 15% 47%

Others in my organization view unexpected responsibilities as an opportunity to succeed at something new

5% 16% 37% 30% 12% 42%

Other people in my organization often volunteer for new projects 5% 16% 38% 30% 11% 41%

Note: Sorted in descending order by “overall agreement” column.




Very Dissatisfied

Somewhat Dissatisfied

NeutralSomewhat Satisfied

Very SatisfiedOverall

Satisfaction

Relationship with co-workers 3% 4% 15% 36% 43% 79%

Opportunities to use skills/abilities 4% 7% 14% 39% 36% 75%

Contribution of work to organization's business goals 3% 4% 21% 38% 34% 72%

Relationship with immediate supervisor 6% 8% 15% 32% 39% 71%

The work itself 4% 7% 18% 33% 37% 70%

Meaningfulness of job 4% 7% 20% 37% 33% 70%

Autonomy and independence 5% 7% 19% 35% 34% 69%

Variety of work 5% 6% 20% 39% 30% 69%

Overall corporate culture 7% 9% 20% 34% 30% 64%

Organization's financial stability 6% 9% 22% 34% 29% 63%

Communication between employees and senior management 10% 12% 18% 37% 22% 59%

Management’s recognition of employee job performance 12% 12% 18% 31% 26% 57%

Job-specific training 6% 10% 26% 34% 23% 57%

Organization's commitment to professional development 10% 12% 25% 32% 22% 54%

Networking 6% 10% 31% 30% 23% 53%

Organization's commitment to corporate social responsibility 7% 9% 31% 30% 21% 51%

Career development opportunities 9% 16% 27% 29% 19% 48%

Career advancement opportunities 13% 16% 26% 28% 18% 46%

Note: Data are sorted by the “overall satisfaction” column and excludes “not applicable” responses.



Table 6 | Comparison of Very Important Aspects of Employee Job Satisfaction: 2002, 2004, 2005, 2006, 2007, 2008, 2009, 2010, 2011 and 2012

2002(n = 604)

2004(n = 604)

2005 (n = 601)

2006(n = 605)

2007(n = 604)

2008(n = 601)

2009(n = 601)

2010(n = 600)

2011(n = 600)

2012(n = 600)

Opportunities to use skills/abilities — 47% 44% 51% (5) 44% 50% (4) 55% (4) 56% (3) 62% (2) 63% (1)

Job security 65% (1) 60% (4) 59% (4) 59% (3) 53% (2) 59% (1) 63% (1) 63% (1) 63% (1) 61% (2)

Compensation/pay 59% (4) 63% (2) 61% (2) 67% (1) 59% (1) 53% (3) 57% (3) 53% (5) 54% (4) 60% (3)

Communication between employees and senior management*

62% (3) 54% 50% 48% 51% (4) 50% (4) 51% 47% 53% (5) 57% (4)

Relationship with immediate supervisor 49% 49% 46% 47% 48% 47% (5) 52% 48% 55% (3) 54% (5)

Benefits 64% (2) 68% (1) 63% (1) 65% (2) 59% (1) 57% (2) 60% (2) 60% (2) 53% (5) 53%

Organization's financial stability — — — — — — — 54% (4) 55% (3) 52%

The work itself 50% 46% 35% 46% 41% 47% (5) 50% 54% (4) 53% (5) 52%

Management’s recognition of employee job performance

49% 47% 45% 47% 49% 44% 52% 48% 49% 50%

Autonomy and independence 46% 42% 41% 44% 44% 41% 47% 46% 52% 48%

Feeling safe in the work environment 36% 62% (3) 55% (5) 54% (4) 50% (5) 53% (3) 54% (5) 51% 48% 47%

Overall corporate culture 40% 43% 39% 40% 36% 40% 45% 41% 46% 47%

Flexibility to balance life and work issues 62% (3) 57% (5) 60% (3) 59% (3) 52% (3) 44% 46% 46% 38% 46%

Career advancement opportunities 52% (5) 37% 28% 36% 28% 29% 32% 34% 36% 42%

Relationship with co-workers 23% 33% 34% 35% 34% 39% 42% 38% 38% 40%

Meaningfulness of job 29% 38% 37% 42% 37% 45% 45% 38% 35% 39%

Organization's commitment to professional development

— 34% 31% 35% 31% 33% 30% 33% 36% 36%

Job-specific training 34% 34% 28% 36% 27% 27% 35% 34% 33% 36%

Contribution of work to organization's business goals

— 35% 33% 37% 32% 34% 39% 36% 33% 34%

Career development opportunities 51% 40% 34% 42% 35% 30% 29% 31% 33% 34%

Variety of work — 37% 45% 40% 34% 35% 34% 35% 32% 33%

Organization's commitment to corporate social responsibility

— — — — — 33% 31% 28% 28% 28%

Paid training and tuition reimbursement programs

— — — — 31% 32% 29% 26% 24% 28%

Networking** — 17% 19% 21% 18% 21% 22% 22% 26% 27%

Organization's commitment to a diverse and inclusive workplace

— — — — — — — — 22% 27%

Organization's commitment to a “green” workplace

— — — — — 23% 17% 17% 17% 17%

* Starting in 2004, “communication between employees and management” was changed to “communication between employees and senior management.”

**Starting in 2008, “networking with others who have similar backgrounds and interests” was changed to “opportunities to network with others (within or outside the organization) to help in advancing your career.”

Note: Table represents those who answered “very important.” 2009, 2010 and 2011 percentages are based on a scale where 1 = “very unimportant” and 4 = “very important.” Sample sizes are based on the actual number of respondents by year; however, the percentages shown are based on the actual number of respondents by year who answered the question using the provided response options. A dash (—) indicates that this question was not asked. Numbers in parentheses indicate position of aspect in respective column year.



Table 7 | Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Very Satisfied Very Important Difference (Gaps)

Compensation/pay (3) 22% 60% 38%

Communication between employees and senior management (4) 22% 57% 35%

Job security (2) 30% 61% 31%

Opportunities to use skills/abilities (1) 36% 63% 27%

Benefits 26% 53% 27%

Management’s recognition of employee job performance 26% 50% 24%

Career advancement opportunities 18% 42% 24%

Organization's financial stability 29% 52% 23%

Autonomy and independence 31% 48% 17%

Overall corporate culture 30% 47% 17%

Relationship with immediate supervisor (5) 39% 54% 15%

The work itself 37% 52% 15%

Career development opportunities 19% 34% 15%

Organization's commitment to professional development 22% 36% 14%

Job-specific training 23% 36% 13%

Flexibility to balance life and work issues 36% 46% 10%

Paid training and tuition reimbursement programs 20% 28% 8%

Organization's commitment to corporate social responsibility 21% 28% 7%

Meaningfulness of job 33% 39% 6%

Feeling safe in the work environment 42% 47% 5%

Networking 23% 27% 4%

Relationship with co-workers 43% 40% 3%

Variety of work 30% 33% 3%

Organization's commitment to a diverse and inclusive workplace 29% 27% 2%

Organization's commitment to a “green” workplace 19% 17% 2%

Contribution of work to organization's business goals 34% 34% 0%

Note: Data are sorted by the “differences” column. Importance percentages are based on a scale where 1 = “very unimportant” and 4 = “very important.” Satisfaction percentages are based on a scale where 1 = “very dissatisfied” and 5 = “very satisfied” and exclude “not applicable” responses. Numbers in parentheses indicate position of aspect in 2012.



Table 8 | Employees’ Level of Satisfaction with Aspects of Employee Job Satisfaction

Very Dissatisfied

Somewhat Dissatisfied

NeutralSomewhat Satisfied

Very Satisfied

Relationship with co-workers 3% 4% 15% 36% 43%

Feeling safe in the work environment 3% 5% 16% 35% 42%

Relationship with immediate supervisor 6% 8% 15% 32% 39%

The work itself 4% 7% 18% 33% 37%

Opportunities to use skills/abilities 4% 7% 14% 39% 36%

Flexibility to balance life and work issues 4% 8% 21% 31% 36%

Autonomy and independence 5% 7% 19% 35% 34%

Contribution of work to organization's business goals 3% 4% 21% 38% 34%

Meaningfulness of job 4% 7% 20% 37% 33%

Variety of work 5% 6% 20% 39% 30%

Job security 7% 10% 17% 36% 30%

Overall corporate culture 7% 9% 20% 34% 30%

Organization's financial stability 6% 9% 22% 34% 29%

Organization's commitment to a diverse and inclusive workplace 3% 7% 32% 29% 29%

Benefits 8% 11% 19% 35% 26%

Management’s recognition of employee job performance 12% 12% 18% 31% 26%

Networking 6% 10% 31% 30% 23%

Job-specific training 6% 10% 26% 34% 23%

Communication between employees and senior management 10% 12% 18% 37% 22%

Organization's commitment to professional development 10% 12% 25% 32% 22%

Compensation/pay 12% 13% 18% 36% 22%

Organization's commitment to corporate social responsibility 7% 9% 31% 30% 21%

Paid training and tuition reimbursement programs 13% 13% 27% 27% 20%

Career development opportunities 9% 16% 27% 29% 19%

Organization's commitment to a “green” workplace 4% 9% 44% 25% 19%

Career advancement opportunities 13% 16% 26% 28% 18%

Note: n = 481-586. Data are sorted by the “very satisfied” column and exclude “not applicable” responses.


Table 9 | Comparison of Select Very Important Aspects of Employee Job Satisfaction

OverallDifferences Based on Gender

Differences Based on Tenure

Differences Based on Age

Differences Based on Job level

Differences Based on Education

Differences Based on Race

Differences Based on

Organization Staff Size

Opportunities to use skills and abilities (1)

63% — — —

Middle management

(74%) > nonexempt

(hourly) nonmanagement

(55%)

College (71%), post-graduate

(71%) > high school (49%)

— —

Job security (2) 61% — — — —2-year college

(79%) > college (54%)

— —

Compensation/pay (3)

60% — — — — — — —

Communication between employees and senior management (4)

57% — — —

Middle management

(67%), nonexempt (hourly)

nonmanagement (59%) >

professional nonmanagement

(45%)

— — —

Relationship with immediate supervisor (5)

54% — — —

Middle management

(66%) > professional

nonmanagement (47%), nonexempt


(48%)

— — —

Benefits (6) 53% — — — — — —

500 to 2,499 employees (64%),

2,500 to 24,999 employees

(59%), 25,000 or more employees

(63%) > 1 to 99 employees (41%)

The work itself (7) 52% — — —

Executive (71%), middle management

(58%) > nonexempt


(43%)

Post-graduate (64%) > high school (41%)

— —

Organization's financial stability (7)

52% — —

Generation X (55%), Baby

Boomers (56%) > Millennials (39%)

Middle management


nonmanagement (41%)

— — —

Management’s recognition of employee job performance (8)

50% —0 to 2 years (56%)

> 16 or more years (39%)

—

Middle management




(40%)

— — —

Autonomy and independence (9)

48% — — —


(59%) > nonexempt


(38%)

— — —

Overall corporate culture (10)

47%Female (52%) >

male (40%)— — — — — —

Continued on next page

Table 9 | Comparison of Select Very Important Aspects of Employee Job Satisfaction (continued)









Feeling safe in the work environment (10)

47%Female (58%) >

male (35%)— —

Nonexempt (hourly)



(37%)

Some college (56%) > post-

graduate (36%)

Black (68%) > white (42%)

—

Flexibility to balance life and work issues (11)

46% — — — —Some college (54%) > high school (36%)

— —

Career advancement opportunities (12)

42% — —

Millennials (50%), Generation X (51%) > Baby

Boomers (33%)

Middle management




(38%)

Some college (46%), 2-year

college (48%), college (52%) >

high school (24%)

— —

Relationships with co-workers (13)

40%Female (44%) >

male (35%)— — — — — —

Meaningfulness of job (14)

39% — — — —

College (46%), post-graduate (46%) > high school (26%)

— —

Organization's commitment to professional development (15)

36% — — —

Middle management

(46%) > nonexempt


(32%)

— — —

Career development opportunities (16)

34% —0 to 2 years (44%)

> 16 or more years (26%)

— —Some college (43%) > high school (26%)

—

25,000 or more employees

(46%) > 1 to 99 employees (28%)

Contribution of work to organization's business goals (16)

34% — — —



nonmanagement (21%)

— — —

Variety of work (17) 33%Female (37%) >

male (29%)— —





(30%)

— — —

Paid training and tuition reimbursement programs (18)

28%Female (33%) >

male (23%)— — —

Some college (35%) > high

school (17%), post-graduate (22%)


500 to 2,499 employees

(38%) > 1 to 99 employees (22%)

Organization's commitment to corporate social responsibility (18)

28%Female (34%) >

male (22%)— —

Executive (42%) > professional

nonmanagement (19%)

Some college (35%) > high school (18%)


—

Organization's commitment to a diverse and inclusive workplace (19)

27%Female (33%) >

male (21%)— —

Middle management




(18%)

—Black (51%) > white (23%)

—

Continued on next page


Table 9 | Comparison of Select Very Important Aspects of Employee Job Satisfaction (continued)









Networking (19) 27% — — —

Middle management




(23%)

Some college (35%) > high school (17%)

— —

Organization's commitment to a “green” workplace (20)

17%Female (20%) >

male (14%)— — — — — —

Note: A dash (—) indicates that there were no significant differences in this category.



Table 10 | Comparison of Select Very Important Aspects of Compensation and Benefits




Differences Based on Job Level





Health care/medical benefits

— — — —

Middle management

(71%) > executives (47%)

— —

500 to 2,499 employees (68%),

2,500 to 24,999 employees

(72%), 25,000 or more employees (73%) > 1 to 99

employees (48%)

Family-friendly benefits

— — — — —Some college (45%) > high school (24%)

—

2,500 to 24,999 employees (41%) > 1 to 99 employees

(22%)

Paid time off —Female (61%) >

male (50%)— — — — —

500 to 2,499 employees (66%) > 1 to 99 employees

(46%)

Defined contribution plans

— —16 or more years

(52%) > 0 to 2 years (32%)



Middle management




(30%)

— —

2,500 to 24,999 employees (47%), 25,000 or more

employees (52%) > 1 to 99 employees

(27%)

Defined benefit pension plans

— —

16 or more years (51%) > 0 to 2 years (32%), 6 to 10 years

(31%)



Middle management




(27%)

—Black (60%) > white (32%)

2,500 to 24,999 employees (44%), 25,000 or more

employees (48%) > 1 to 99 employees

(27%)

Stock options — — — —

Executives (49%), middle management




(26%)

— — —

Base rate of pay — — — — — — —

500 to 2,499 employees (61%) > 1 to 99 employees

(43%)

Being paid competitively with the local market

— — — — — — —

2,500 to 24,999 employees (65%) > 1 to 99 employees

(47%)

Note: Dash (—) indicates that there were no significant differences in this category.



Table 11 | Top Five Very Important Aspects of Job Satisfaction by Employee Job Tenure

First Second Third Fourth Fifth

2 years or less

Opportunities to use skills/abilities

The work itselfCompensation/pay, job

securityManagement’s recognition of employee job performance

Relationship with immediate supervisor

64% 61% 57% 56% 54%

3 to 5 yearsCompensation/pay

Job security, communication between employees and

senior management



Benefits

67% 65% 64% 57% 56%

6 to 10 years


Job security Compensation/payRelationship with immediate

supervisorBenefits

66% 61% 55% 54% 53%

11 to 15 years

Communication between employees and senior

management

Job security, overall corporate culture

Compensation/pay, organization's financial

stability, opportunities to use skills and abilities


Meaningfulness of job

61% 59% 57% 50% 48%

16 years or moreCompensation/pay

Job security, opportunities to use skills/abilities


managementBenefits

Organization's financial stability, relationship with

immediate supervisor

62% 61% 58% 56% 53%

Note: Table represents those who answered “very important.” Percentages are based on a scale where 1 = “very unimportant” and 4 = “very important.”



Table 12 | Top Five Very Important Aspects of Job Satisfaction by Employee Age


Millennials


Compensation/pay, job security, the work itself


management


Career advancement opportunities

60% 57% 52% 51% 50%

Generation X

Opportunities to use skills/abilities, job security

Compensation/payCommunication between

employees and senior management


Organization's financial stability

67% 64% 61% 57% 55%

Baby Boomers


Job security Compensation/payCommunication between



63% 61% 60% 59% 56%

Veterans

Opportunities to use skills/abilities, the work itself

Organization's financial stability, benefits

Compensation/payRelationship with immediate

supervisor, job-specific training

Flexibility to balance life and work issues

56% 50% 47% 44% 40%




Table 13 | Top Five Very Important Aspects of Job Satisfaction by Employee Gender


Male


Compensation/pay Job securityCommunication between

employees and senior management, the work itself

Benefits

62% 60% 57% 53% 51%

Female


Job securityCommunication between


Compensation/payFeeling safe in the work

environment

65% 64% 61% 60% 58%




Table 14 | Top Five Very Important Aspects of Job Satisfaction by Employee Job Level


Nonexempt (hourly) nonmanagementJob security Compensation/pay


managementBenefits

Opportunities to use skills/abilities, management’s recognition of employee

job performance

63% 62% 59% 56% 55%

Professional nonmanagement


Job security The work itself Compensation/payFlexibility to balance life

and work issues, autonomy

65% 57% 55% 53% 50%

Middle management




management

Job security, organization's financial stability

Compensation/pay

74% 68% 67% 65% 64%

Executive management


The work itselfRelationship with

immediate supervisor


management, autonomyCompensation/pay

74% 71% 66% 62% 60%




Table 15 | Top Five Very Important Aspects of Job Satisfaction by Employee Organization Staff Size


1-99 employees


Compensation/pay, job security

The work itselfCommunication between



62% 57% 56% 55% 52%

100-499 employees



managementJob security


Compensation/pay, the work itself

67% 58% 57% 56% 54%

500-2,499 employeesCompensation/pay Job security, benefits

Opportunities to use skills/abilities, communication between employees and

senior management, relationship with immediate

supervisor

Organization's financial stability, feeling safe in the

work environmentAutonomy

65% 64% 58% 52% 49%

2,500-24,999 employees


Job security Compensation/payOrganization's financial

stabilityBenefits

66% 63% 61% 60% 59%

25,000 or more employeesJob security

Opportunities to use skills/abilities, compensation/pay

BenefitsCommunication between



68% 66% 63% 62% 60%




Table 16 | Male Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Very Satisfied Very Important Differences (Gaps)

Compensation/pay 24% 60% 36%

Communication between employees and senior management 22% 53% 31%

Job security 31% 57% 26%


Opportunities to use skills/abilities 38% 62% 24%










Relationship with immediate supervisor 41% 51% 10%












Note: Data are sorted by the “differences” column. Importance percentages are based on a scale where 1 = “very unimportant” and 4 = “very important.” Satisfaction percentages are based on a scale where 1 = “very dissatisfied” and 5 = “very satisfied” and exclude “not applicable” responses.



Table 17 | Female Employees’ Level of Satisfaction with Aspects They Find Most Important to Job Satisfaction

Very Satisfied Very Important Differences (Gaps)

Compensation/pay 21% 60% 39%

Communication between employees and senior management 23% 61% 38%

Job security 30% 64% 34%

Opportunities to use skills/abilities 34% 65% 31%







Relationship with immediate supervisor 36% 56% 20%
















Note: Data are sorted by the “differences” column. Importance percentages are based on a scale where 1 = “very unimportant” and 4 = “very important.” Satisfaction percentages are based on a scale where 1 = “very dissatisfied” and 5 = “very satisfied” and exclude “not applicable” responses.



Table 18 | Top Five Aspects Contributing to Engagement by Employee Gender


Male

I am determined to accomplish my work goals and confident I

can meet themRelationships with co-workers


The work itselfRelationship with immediate

supervisor, contribution of work to organization's business goals

84% 77% 76% 74% 72%

Female

I am determined to accomplish my work goals and confident I

can meet themRelationships with co-workers

Opportunities to use skills/abilities; I frequently feel like I'm putting all my effort into

my work

While at work, I'm almost always completely focused on my work

projects

Contribution of work to organization’s business goals

83% 80% 74% 72% 70%

Note: Table represents those who answered “strongly agree” or “agree” and “very satisfied” or “somewhat satisfied.” Percentages are based on a scale where 1 = “strongly disagree” or “very dissatisfied” and 5 = “strongly agree” or “very satisfied.”



Table 19 | Top Five Aspects Contributing to Engagement by Employee Age


Millennials

I am determined to accomplish my work goals and

confident I can meet themRelationship with co-workers



Contribution of work to organization's business goals,

variety of work

82% 79% 76% 72% 71%

Generation X


confident I can meet them


Relationship with co-workersI frequently feel like I'm

putting all my effort into my work

Contribution of work to organization's business goals, variety of work, the work itself

80% 77% 76% 75% 71%

Baby Boomers


confident I can meet themRelationship with co-workers

Opportunities to use skills/abilities; I frequently feel like I'm putting all my effort into my work; while at work, I'm almost always completely

focused on my work projects

Contribution of work to organization's business goals,

meaningfulness of job

The work itself; relationship with immediate supervisor; I am highly motivated by my

work goals

86% 81% 73% 72% 71%

Veterans



confident I can meet them

Opportunities to use skills/abilities, the work itself

Relationship with co-workers, meaningfulness of job

Autonomy and independence; while at work, I'm almost always completely focused on my work projects

100% 89% 88% 82% 78%

Note: Table represents those who answered “strongly agree” or “agree” and “very satisfied” or “somewhat satisfied.” Percentages are based on a scale where 1 = “strongly disagree” or “very dissatisfied” and 5 = “strongly agree” or “very satisfied.”


Table 20 | Average Comparison of Engagement Aspects by Select Employee Demographics









Career advancement opportunities

3.22 _ _ _

Executive (4.16) > middle management

(3.39), professional nonmanagement (3.23), nonexempt


(2.98); middle management

(3.39) > nonexempt


(2.98)

_ _ _

Career development opportunities

3.32 _ _ _

Executive (3.82) > nonexempt


(3.17)

_ _

2,500 to 24,999 employees (3.52)

> 500 to 2,499 employees (2.98)

Job-specific training

3.58 _ _ _ _ _ _

2,500 to 24,999 employees (3.80)

> 500 to 2,499 employees (3.31)

Networking 3.53 _ _ _

Executive (4.22), middle management

(3.67) > nonexempt

(hourly) nonmanagement (3.29); executive (4.22) > middle management

(3.67), professional nonmanagement

(3.54)

_ _ _


3.96 _ _ _



(4.12) > nonexempt


(4.13), professional nonmanagement employees (4.12)

_ _

1 to 99 employees (4.09) > 500 to

2,499 employees (3.65)

Organization's commitment to professional development

3.47 _ _ _

Executive (4.20) > middle-

management (3.58), professional nonmanagement (3.47), nonexempt


(3.27)

_ _ _

Communication between employees and senior management

3.50 _ _ _

Executive (4.39) > middle management



(3.28)

_ _

1 to 99 employees (3.72) > 500 to


Continued on the next page

Table 20 | Average Comparison of Engagement Aspects by Select Employee Demographics (continued)









Autonomy and independence

3.80 _ _ _



(3.90) > nonexempt



(3.90)

Post-graduate (4.07) > high school (3.56)

_

1 to 99 employees (4.08) > 500 to

2,499 employees (3.43), 25,000 or

more employees (3.61)


3.47 _ _ _



(3.26)

_ _

1 to 99 employees (3.64) > 500 to



3.90 _ _ _



(3.73)

_ _ _

Meaningfulness of job

3.89 _

16 or more years (4.22) > 0 to 2

years (3.79), 3 to 5 years (3.79), 6 to 10

years (3.82)

_



(4.03) > nonexempt


(3.35)

_ _ _

Organization's commitment to corporate social responsibility

3.48 _ _ _



(3.35)

_ _ _


3.70 _ _ _ _ _ _

2,500 to 24,999 employees (3.96) > 1 to 99 employees

(3.53)

Overall corporate culture

3.70 _ _ _

Executive employees

(4.51) > middle management



(3.50); middle-management

(3.85) > nonexempt


(3.50)

_ _ _

Relationships with co-workers

4.13 _ _ _

Executive (4.63) > professional

nonmanagement (4.18), nonexempt


(3.97)

_ _ _

Contribution of work to organization's business goals

3.95 _ _ _

Executive (4.40), middle

management (4.11) > nonexempt


(3.36)

_ _

1 to 99 employees (4.08) > 500 to












The work itself 3.92 _ _ _



(4.13) > nonexempt



(4.13)


_ _

Variety of work 3.83 _ _ _



(4.02) > nonexempt



(4.02)

_ _ _

I am determined to accomplish my work goals and confident I can meet them

4.16 _

16 or more years (4.39) > 0 to 2

years (4.06), 3 to 5 years (4.07)

_

Middle management

(4.39) > professional

nonmanagement (4.13); executive (4.40), middle management

(4.39) > nonexempt


(4.02)

_ _

2,500 to 24,999 employees (4.35)

> 500 to 2,499 employees (4.02)

I am highly motivated by my work goals

3.82 _ _ _

Executive (4.24), middle

management (4.11) > nonexempt

(hourly) nonmanagement (3.58); executive


nonmanagement (3.81)

_ _ _

I am often so wrapped up in my work that hours go by like minutes

3.67 _16 or more years

(3.92) > 0 to 2 years (3.50)

_


(3.92) > nonexempt




_Hispanic (4.11) >

white (3.59)_

I feel completely plugged in at work, like I'm always on full power

3.46 _ _ _


(3.67) > nonexempt


(3.34)

_ _ _











I enjoy volunteering for activities beyond my job requirements

3.49 _ _ _

Middle management




(3.27)

_ _ _

I have passion and excitement about my work

3.70 _ _ _



(3.80) > nonexempt





_ _

I frequently feel like I'm putting all my effort into my work

3.89 _ _ _

Middle management




(3.82)

_Hispanic (4.34) >

white (3.84)_

While at work, I'm almost always completely focused on my work projects.

3.78Female (3.88) >

male (3.67)_

Baby Boomers (3.92) > Millennials

(3.52)

Executive (4.14), nonexempt




_ _ _

My colleagues quickly adapt to challenging or crisis situations

3.52 _ _ _



(3.41)

_ _ _

My work group never gives up

3.57 _ _ _



(3.64) > nonexempt


(3.36)

_ _ _

In my organization, employees are encouraged to take action when they see a problem or opportunity

3.62 _ _ _



(3.68) > nonexempt


(3.40)

_ _

100 to 499 employees (3.80)

> 500 to 2,499 employees (3.34)

In my work group, we are constantly looking out to see what challenge is coming next

3.46 _ _ _



(3.60) > nonexempt


(3.20)

_ _ _












Others in my organization view unexpected responsibilities as an opportunity to succeed at something new

3.28 _ _ _



(3.12)

_ _ _

Other people in my organization often volunteer for new projects

3.26 _ _Millennials (3.48) > Baby Boomers

(3.12)

Professional nonmanagement

(3.40) > nonexempt


(3.08)

College (3.42) > high school (3.06)

_ _

The people in my work group are always flexible in expanding the scope of their work

3.38 _ _ _



(3.21)

_Black (3.77) > white (3.30)

_

Employees in my organization deal very well with unpredictable or changing work situations

3.50 _ _ _



(3.43)

_ _ _

Note: Averages are based on a scale where 1 = “strongly disagree” or “very dissatisfied” and 5 = “strongly agree” or “very satisfied.” A dash (—) indicates that there were no significant differences in this category.


2012 employee job satisafaction and engagement...2012 employee job satisfaction and engagement a...

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