A MCDM-based measurement proposal of job satisfaction comprising psychosocial risks.

This research proposes a more effective and realistic framework for measuring job satisfaction by incorporating the influence of psychosocial risks. The study addresses the urgent requirement for businesses to overcome the difficulties of managing business processes concurrently without sacrificing employee health. By integrating multi-criteria decision-making (MCDM) methodology, the researchers provide a more precise diagnostic tool for human resource management. The investigation focuses on how specific domains of the workplace environment contribute disproportionately to the overall well-being of the staff. The project seeks to validate a weighting system that reflects the subjective priorities of employees rather than relying on generic, unweighted averages. The researchers intend to provide a system that prioritizes the most impactful factors affecting employee satisfaction within the modern corporate landscape. This absence of evidence motivated the creation of a system that prioritizes the most impactful factors affecting employee satisfaction.

The investigative team utilized the Simplified PIvot Pairwise RElative Criteria Importance Assessment (PIPRECIA-S) to assign weights to various satisfaction domains. This specific multi-criteria decision-making (MCDM) method allowed for the systematic evaluation of criteria based on employee feedback. Data collection involved administering the 36-item Job Satisfaction Survey (JSS) to a cohort of employees working for a company located in Türkiye. The researchers categorized the responses into nine distinct subscales of the JSS to represent specific domains relevant to psychosocial risks. These subscales served as the primary criteria for the PIPRECIA-S framework, ensuring that the measurement reflected the actual attitudes of the workforce. The methodology included the development of three distinct scenarios to test the performance of the proposed subscale-weighted measurement. These scenarios allowed for a direct comparison between standard scoring techniques and the new weighted approach across different ranges of employee responses.

The integration of the PIPRECIA-S methodology produced a weighted job satisfaction score that provided a more granular view of employee well-being. Analysis of the three developed scenarios revealed that subscales exhibited varying ranges in standard scores when compared to the subscale-weighted outputs. The results indicated that the relative importance assigned to the nine JSS subscales by employees in Türkiye significantly altered the final satisfaction profile. The data demonstrated that certain psychosocial risk domains had a much larger impact on overall satisfaction than others, which standard unweighted scores failed to capture. These scenarios confirmed the effectiveness of the proposed measurement system in identifying specific areas of organizational concern. The findings showed that the subscale-weighted scores offered a more realistic representation of how employees perceive their work environment. The researchers observed that the weighted approach highlighted significant hazards that were otherwise obscured by the aggregate totals of the 36-item Job Satisfaction Survey.

The proposed MCDM-based measurement offers a more realistic tool for businesses aiming to preserve human well-being in the face of psychosocial risks. Future organizational management strategies could benefit from adopting weighted assessment models to identify vulnerable domains of employee dissatisfaction. The study suggests that incorporating employee opinions into the weighting of satisfaction domains via PIPRECIA-S enhances the accuracy of workplace health monitoring. This methodology provides a scalable framework for companies to manage business processes concurrently without compromising the long-term health of their staff. The researchers conclude that the nine subscales of the JSS, when properly weighted, offer a robust defense against the limitations of traditional satisfaction metrics. These findings highlight the potential for multi-criteria decision-making to transform human resource practices and occupational health standards globally. The study's authors propose that this integrated approach is essential for modern businesses seeking to mitigate the cumulative effects of workplace stressors.