JOB SATISFACTION AND EMPLOYEE ENGAGEMENT OF AN ADVERTISING COMPANY TOWARDS WORK PRODUCTIVITY

Abstract

This study examines the relationship between job satisfaction and employee engagement at Imaginary Line Advertising Corporation. This advertising company specializes in creating indoor and outdoor advertising materials like billboards, stickers, banners, and tarpaulins. One of the company's challenges is work productivity, so the researchers chose this topic to investigate how these factors affect the company's operations and how the problems are solved when they arise. They will also evaluate the importance of a positive work environment and employee engagement in maintaining sales growth and the company's ability to support its workforce, as indicated by the study's findings. The researchers adopted a quantitative-correlational research design to explore the relationship between job satisfaction and employee engagement. Data analysis was conducted using percentage, mean, and correlated z-tests. A survey questionnaire was utilized for data collection, with 50 out of 60 distributed questionnaires returned. Purposive sampling was employed to select eligible respondents, who were employees of the company. The results of the study show a significant correlation between employee engagement and job satisfaction. With an overall mean of 3.46 for job satisfaction and 3.48 for employee engagement, factors like work environment, employee autonomy, company practices, corporate social responsibility, teamwork, and performance management all play a key role in enhancing employee satisfaction. Specifically, job satisfaction was highest in areas such as business policies, fringe benefits, salary, interpersonal relations, and recognition. These findings emphasize the importance of these factors in promoting a positive work culture and fostering higher employee engagement. The most frequently mentioned issue by respondents regarding job satisfaction is the lack of adequate fringe benefits, including employee discounts and recognition. Other key concerns include limited opportunities for career advancement, employee autonomy hindered by conflicting work schedules, challenges in performance management related to work-life balance, and overall employee engagement. These issues are closely tied to the autonomy of employees. The study concludes that both management and staff would benefit from the implementation of the proposed action plan. By improving management systems and processes, the company can enhance the work experience, increase employee retention, foster transparency, boost motivation, and ultimately improve productivity, leading to overall benefits for the company.