The Employee Net Promoter Score (eNPS) assumes that a single question can be asked "On a scale of 0 to 10, how highly would you recommend your employer to your family or friends?" to measure employee loyalty. As the eNPS is a relatively new construct, we do not really know what it is measuring, so in my master thesis I tested its construct validity on a sample of 224 employees. In the study, eNPS was most negatively correlated with intention to leave, and most positively correlated with employee-work organisation fit and emotional belonging, although it was statistically significantly associated with all the psychological factors studied. Based on the confirmatory factor analysis, I can conclude that the eNPS measures employee loyalty. I also used structural modelling to examine how organisational factors, more specifically high performance work systems, relate to eNPS and found that it is most strongly influenced by participation in decision making, job security and perfomance management. Such findings provide valuable insights into the link between the eNPS indicator and individual and organisational factors and can serve as a good basis for retention strategies.
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