The eNPS is an increasingly used metric that measures employees' willingness to recommend their employer to family members, friends and acquaintances. It was developed as an extension of an existing method for measuring customer loyalty (NPS), which led to the assumption that eNPS also measures loyalty, but without adequate empirical research to actually confirm this. In fact, there are several conceptually related concepts that are associated with the eNPS indicator - job satisfaction, loyalty, organisational commitment, person-organisation fit. As part of my master's thesis, I examined the measurement characteristics of the eNPS method, namely validity and reliability. The study involved 249 participants who were in regular employment at the time of testing. I collected data using five questionnaires, namely the Employee Net Promoter Score, The Job Satisfaction Scale, The Organizational Commitment Questionnaire, The Employee Loyalty Scale and The Person-Organization Fit Scale. The results of the correlation analysis showed that the eNPS indicator is positively correlated with all the constructs considered – most strongely with loyalty and organizational commitment, followed by job satisfaction and person-organisation fit. In the regression analysis, loyalty emerged as the most significant predictor of the eNPS score, followed by organizational commitment and job satisfaction. Person-organisation fit did not emerge as a significant predictor of willingness to recommend one's employer in the analyses. Employee Net Promoter Score therefore proved to be an accurate indicator of loyalty, which indirectly reflects the other conceptually related concepts. Through reliability analysis, I found that the eNPS indicator is highly reliable in measuring employees' willingness to recommend their organisation. Such findings represent a valuable contribution to the widely used but still under-researched eNPS method, which may help to refine the use of this tool in practice in the future.
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