Exploring Job Satisfaction in Private and Public Employment: Empirical Evidence from Greece

Abstract. This paper analyses subjective job satisfaction (JS) responses by employees in the public and private sectors of the Greek labour market. Panel data covering the period 1995–2001 and a random effects ordered probit model are used for estimation purposes. The results of the econometric estimation show that a substantial JS differential exists between the two sectors, in every JS domain and always in favour of public employment. A typical ordered decomposition analysis indicates that about one‐third of the difference in expected JS can be explained by differences in employee characteristics and two‐thirds by unobserved sector‐specific inbuilt features. The comparison of wage reductions, which a representative employee will be prepared to endure in order to avoid employment in the private sector, reveals that the regularity of working schedules is appreciated more than any other facet of JS. The obtained results enhance the existing apparatus for evaluating government policies in the labour market.     

导游工作满意度影响因素的排序研究

随着旅行社竞争的加剧,导游的工作满意度对旅行社的发展越来越重要.如何使导游的工作满意度更高,成为旅行社关心的重点.本文基于层次分析法,构建出影响导游工作满意度因素的指标体系,对影响因素进行了评估研究,得出影响导游工作满意度因素的排序,并有针对性地提出提高导游满意度的建议.     

Analysis of Job Satisfaction: The Case of Japanese Private Companies

The scope of economic theory expands if we consider that working provides people with both pecuniary compensation for its disutility and job satisfaction. This study empirically analyzes the job satisfaction of employees in Japanese private companies using a multivariate ordered probit model. In particular, we examine the effects of a big economic shock, such as the Lehman shock, on job satisfaction, as well as the effects of differences in gender and employment status. We estimate the model using a Bayesian analysis and a multivariate ordered probit model using the Markov chain Monte Carlo method. We show that non‐pecuniary aspects of jobs play an important role in job satisfaction.     

中小民营企业基层员工工作压力与工作满意度的实证研究

以中小民营企业基层员工为研究对象,通过相关量表对其工作压力和工作满意度关系进行调查研究。结果表明:教育程度和职能部门在工作压力上差异显著;职能部门在工作满意度上差异显著。角色认知压力、职业发展压力、组织因素和人际关系压力与整体工作满意度显著负相关;组织因素、人际关系压力、职业发展和社会因素对工作满意度具有预测作用。     

民航顾客资产驱动因素与顾客满意感和忠诚感关系的实证研究

作者在我国17个民航公司进行了一次实证研究,探讨顾客资产驱动因素和子驱动因素与顾客满意感、归属感和忠诚感的关系。聚类分析与罗吉斯蒂回归分析结果表明,资产价值不同的两类顾客对各类顾客资产驱动因素与子驱动因素的评估存在显著的差异,对民航公司的满意感、归属感和忠诚感也存在显著的差异。顾客对民航公司的满意感、归属感和忠诚感主要是由各类顾客资产驱动因素和子驱动因素决定的,而并非是由顾客的人口统计特点决定的。因此作者指出,民航公司可根据顾客重视的顾客资产驱动因素与子驱动因素细分顾客,针对不同的顾客采取不同的营销策略。     

Job Quality and Employment of Older People in Europe

We study the relationship between job quality and retirement using data from the Survey of Health, Ageing and Retirement in Europe, a longitudinal survey covering individuals aged 50+ in several European countries. Although most previous studies looked at the impact of bad working conditions on retirement intentions, we can use the panel dimension to study actual retirement as well as other pathways out of a job. As indicators for job quality we use three different approaches: overall job satisfaction, over‐ and undereducation for a particular job as well as effort–reward imbalance, which measures the imbalance between a worker's effort and the rewards he or she receives in turn. The analysis gives some evidence that poor job quality decreases retirement age, in particular for women.     

Gender Differences in Formal On‐the‐Job Training: Incidence,Duration, and Intensity

This paper explores whether there is a gender gap in the incidence, duration, intensity, and number of events of on‐the‐job training. Overall, women appear to receive a higher incidence of on‐the‐job training whereas men receive on‐the‐job training of longer duration. Including measures intended to capture the extent of labor force attachment and expected tenure fails to reduce the gender gap in the duration of on‐the‐job training. Therefore, the gender gap in the duration of on‐the‐job training must be attributed to differences in unobserved worker characteristics that differ by gender or discrimination.     

股票的媒介化认知对员工工作满意度的影响

在区分了员工的股票媒介化认知和股票决策权认知概念的基础上,重点探讨了心理授权在股票的媒介化认知与工作满意度之间的作用。研究结果表明,股票的媒介化认知对心理授权和工作满意度都有显著预测作用,并且心理授权是股票的媒介化认知与工作满意度之间的中介变量。研究结果有助于深化理解员工持股与员工态度及行为关系的认识。     

Organizational Learning Capability and Job Satisfaction: an Empirical Assessment in the Ceramic Tile Industry*

Organizational learning capability has been considered an essential issue of an organization's effectiveness and potential to innovate and grow. Although its positive effects on organizations and employees are generally assumed, there is no empirical evidence of its positive association with employee attitudes such as job satisfaction. This paper aims to investigate the relationship between organizational learning capability and job satisfaction through the questionnaire responses of 157 employees from eight companies in the Spanish ceramic tile industry. Results suggest that organizational learning capability and job satisfaction are strongly linked.     

The Role of Firm Size and Performance Pay in Determining Employee Job Satisfaction Brief: Firm Size,Performance Pay,and Job Satisfaction

Abstract. Job satisfaction reflects the on‐the‐job utility of workers and has been found to influence both the behavior of workers and the productivity of firms. Performance pay remains popular and widely used to increase worker productivity and more generally align the objectives of workers and firms. Yet, its impact on job satisfaction is ambiguous. Whereas the increased earnings increase job satisfaction, the increased effort and risk decreases job satisfaction. This paper finds empirical evidence that on net performance pay increases job satisfaction but does so largely among union workers and males in larger firms.     

Gender Differences in the Earnings Mobility of Migrants

This study analyses gender differences in the intergenerational earnings mobility of second‐generation migrants in Germany. Thereby it takes into account the influence of assortative mating and the parental integration. First, intergenerational earnings elasticities are estimated at the mean and along the earnings distribution. The results do not reveal large differences in the mobility — neither between natives and migrants nor between men and women. Second, intergenerational changes in the relative earnings position are analysed. These results confirm that migrants are mostly as (im)mobile as the native population.     

民营企业雇佣关系模式关键影响因素的多案例研究

近30年来,中国企业雇佣关系模式从传统的单一模式转变为工作导向和组织导向等多种模式并存。西方雇佣关系领域的研究和实践证实组织导向型雇佣关系模式是最优模式,然而中国情景下的众多企业倾向采取工作导向型。由于中国企业雇佣关系模式的形成过程与西方企业存在很大差异,西方学者的研究结论不能解释中国企业的现象,探讨中国情景下企业雇佣关系模式的关键影响因素具有必要性。 已有理论研究和管理实践侧重关注企业雇佣关系模式的结果变量,但对其形成的关键影响因素分析未给予足够重视。运用最佳实践、高阶理论等观点,从多角度搭建企业雇佣关系模式关键影响因素及作用机制的分析框架;使用多案例研究方法,通过规范的质性分析技术,探讨广东省通信设备行业12家典型民营企业雇佣关系模式的关键影响因素及作用机制。 研究结果表明,①企业雇佣关系模式受到承诺型人力资源管理实践、控制型人力资源管理实践、企业家风险偏好、企业家成就需要、企业工会实践和制度环境6个关键因素的影响;②各关键因素对不同类型雇佣关系模式的影响存在差异性;③阐明4种类型雇佣关系模式关键影响因素的作用机制,并发现各关键影响因素的作用机制存在差异性。 在理论上,研究结果为探讨企业雇佣关系模式搭建了理论分析框架,丰富了雇佣关系模式前因变量方面的成果,拓展了研究空间,基于雇佣关系模式不同类型的划分描绘了企业雇佣关系模式关键影响因素路径图,将搭建的理论分析框架进行具体化。在实践上,研究结果从企业和政府两个角度,为企业选择和调整适合中国企业发展的雇佣关系模式提供了对策建议。     

职业承诺、组织承诺与员工满意度的实证研究——以项目经理为例

已有研究证明职业承诺和组织承诺是决定员工工作行为的关键因素.本研究以项目经理为研究对象,通过问卷调查来了解他们的职业承诺、组织承诺以及其他相关变量的水平.调查数据用sPss软件进行分析,结果显示,具有项目管理硕士学位的项目经理职业承诺水平显著高于其他人员.项目经理的职业承诺和组织承诺积极相关,其交互作用对工作满意度有积极影响.这些研究结论对实现项目管理人员的职业化和制定组织的管理策略有应用意义.     

基于网络联盟环境的工作满意度、组织承诺与网络组织效率的关系研究

本文基于非契约机制视角,采用结构方程研究方法,对网络联盟环境的工作满意度、组织承诺与网络组织效率的关系进行实证研究.文章首先利用信度、效度分析,确定了网络联盟环境下工作满意度、组织承诺、网络组织效率的度量因素;据此,利用结构方程模型,验证了网络联盟环境下,工作满意度、组织承诺与网络组织效率的关系路径.最终得到以下结论:网络组织环境下,工作满意度正向促进网络组织效率;工作满意度正向促进组织承诺;组织承诺对网络组织效率的正向促进作用较弱;组织承诺在工作满意度正向促进网络组织效率的过程中,起部分中介作用.本文的研究结论对于利用非契约机制改善网络组织效率具有重要理论与实践意义.     

基于文献计量法的国内临时雇佣研究述评

从研究视角、研究内容和研究层次3个维度,对1996年以来发表在“中文社会科学引文索引”(CSSCI)来源期刊上的197篇有关临时雇佣论文进行文献计量分析.研究结果表明,临时雇佣理论研究滞后于现实运用,2008年新的《劳动合同法》实施间接促进了国内关于临时雇佣问题的研究;现有研究大多基于法学和管理学视角,即法学视角的研究主要针对《劳动合同法》的立法条文进行“思辨式”或“规范式”的研究,管理学视角的研究则相对丰富,研究内容涵括概念阐述、行业分析、基础理论探讨等;研究方法以问卷调查和理论建模较多,研究对象集中在制造业和服务业.此外,分析了现有研究中存在的一些问题,提出关于临时雇佣主题的未来研究方向,以期对后续相关研究有所借鉴和帮助.     

重在抓好落实

2001年是进入新世纪、实施"十五"计划的第一年,是乘势前进、做好各项工作的开局之年,也是我们党建党80周年.做好这一年的工作,意义重大.2000年以来,以江泽民同志为核心的党中央在深刻分析我党面临的新形势、新任务的基础上,对我国经济社会发展和党的建设作出了一系列重大决策.特别是江泽民同志提出的"三个代表"的重要思想,为加强和改进党的建设指明了方向,是统领全局、指导各项工作的纲领.各级党组织和领导干部一定要振奋精神,真抓实干,切实把"三个代表"的要求和中央的各项部署落到实处,取得成效.     

气质性情感对工作满意度的影响:基于中国情境的实证研究

本文关注中国情境下人格与工作满意度的关系.在回顾已有研究基础上,从受文化因素影响较大的气质性情感角度,研究人格对工作满意度的影响.实证结果验证了西方一些研究结论,本研究有一个重要发现,在中国情境下,气质性情感与工作满意度相关系数要明显低于国外元分析报告的结果,作者试图从文化的角度来解释其中原因.另外,气质性情感可以解释工作满意度21%的变异,说明在中国情境下,它也可以作为工作满意度的预测指标.     

A Pharmacokinetic Study of Occupational and Environmental Benzene Exposure with Regard to Gender

Using physiologically-based pharmacokinetic (PBPK) modeling, occupational, personal, and environmental benzene exposure scenarios are simulated for adult men and women. This research identifies differences in internal exposure due to physiological and biochemical gender differences. Physiological and chemical-specific model parameters were obtained from other studies reported in the literature and medical texts for the subjects of interest. Women were found to have a higher blood/air partition coefficient and maximum velocity of metabolism for benzene than men (the two most sensitive parameters affecting gender-specific differences). Additionally, women generally have a higher body fat percentage than men. These factors influence the internal exposure incurred by the subjects and should be considered when conducting a risk assessment. Results demonstrated that physicochemical gender differences result in women metabolizing 23–26% more benzene than men when subject to the same exposure scenario even though benzene blood concentration levels are generally higher in men. These results suggest that women may be at significantly higher risk for certain effects of benzene exposure. Thus, exposure standards based on data from male subjects may not be protective for the female population.     

The Moderating Effects of National Age Stereotyping on the Relationships between Job Satisfaction and its Determinants: A Study of Older Workers across 26 Countries

This research explores how national age stereotypes impact older workers' job‐related perceptions by examining probability based samples across 26 countries taken from the European Social Survey. Multilevel data analysis was undertaken. Results show that, at the individual level, both extrinsic rewards and intrinsic rewards directly impact older workers' job satisfaction. At the country level, significant variations are found in the relationships between job satisfaction and related rewards for older workers across the 26 countries. Society's stereotypical views towards older people explained some of these cross‐country variations. This study contributes to extant literature by explicating the process by which society's age stereotypes and the meta‐stereotypes held by older workers affect how these workers make sense and take meaning out of their job‐related circumstances leading to enhanced or diminished job satisfaction. Implications highlight the need for management to be vigilant in identifying and dealing with age stereotypes in the workplace. Furthermore, managers need to be more aware of the potential harmful consequences arising from negative meta‐stereotypes and should implement strategies to tackle workplace stereotypes that would lead to negative meta‐stereotypes held by older workers.     

对投资性房地产后续计量在上市公司执行情况的思考

我国财政部于2006年2月15日首次发布了<企业会计准则第3号--投资性房地产>,该项准则于2007年正式实施.本文采用实证统计的方法对投资性房地产后续计量的执行情况进行分析,针对其中存在的问题提出了自己的看法.