Satisfying employees could not be enough to ensure improving their loyalty and retention rate. The influence of job delight on loyalty and retention can be larger than that of job satisfaction.
Mahfuz Judeh Employee satisfaction is key , as an alternative, the concept of job delight, is having expectations surpassed; a delight brought about by augmentation.
In the context of consumer behavior there is a distinction between satisfaction and delight, so I would be inclined to think this would also be true in the context of job satisfaction vs. job delight.
An article from consumer behavior that may be useful: Article Customer Delight: Foundations, Findings, and Managerial Insight
@Pradeep and @Vassilis, I appreciate your valuable answers. Thank you.
Dear Mahfuz Judeh,
Yes, the methods of measuring job satisfaction should take into account all the factors that employees indicate (e.g. in surveys, psychological and motivational tests) as factors influencing the choice of the employer, factors motivating to effective work, factors determining the need for long-term cooperation, employee development in a specific the company, opportunities for self-realization and identifying the company's success with personal success, etc. Thanks to the improvement of methods of measuring job satisfaction, employers gain important knowledge useful for improving the personnel management process and improving the system of employee motivation instruments.
Best regards,
Dariusz Prokopowicz
Job delight may be an unobservable latent variable, a psychological trait— so we need to measure (observe) it by creating scale measurements.
Yes, it will be interesting to come up with indicators to measure "job delight" and observe how those indicators help to measure the "job delight". But first someone will have to define what "job delight" means.
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