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Determinants of job satisfaction: A European comparison of self-employed and paid employees
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The job satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994-2001. We distinguish between two types of job satisfaction: job satisfaction in terms of type of work and job satisfaction in terms of job security. Findings from our generalized ordered logit regressions indicate that self-employed individuals as compared to paid employees are more likely to be satisfied with their present jobs in terms of type of work and less likely to be satisfied in terms of job security. The findings also provide many insights into the determinants of the two types of job satisfaction for both self-employed and paid-employed workers.
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... While no existing studies have explicitly compared the ERI of small business employees to large business employees, and this study lacks the sample size for such a comparison, the literature does support that small companies/enterprises typically have employees with higher self-reported job satisfaction and happiness, even with lower salaries. Determinants of greater satisfaction and happiness among small-and medium-business employees compared to large businesses include direct, supportive relationships with supervisors and colleagues, more independence in shaping their job role, increased fulfillment, and greater recognition [29][30][31]. ...
Background:
Solid waste workers are exposed to a plethora of occupational hazards and may also experience work-related stress. Our study had three specific hypotheses: (1) waste workers experience effort-reward imbalance (ERI) with high self-reported effort but low reward, (2) unionized workers experience greater ERI, and (3) workers with higher income have lower ERI.
Methods:
Waste workers from three solid waste sites in Michigan participated in this cross-sectional study. We characterized perceived work stress using the short-version ERI questionnaire. Descriptive statistics and linear tests for trend were assessed for each scale. Linear regression models were constructed to examine the relationship between structural factors of work stress and ERI. Gradient-boosted regression trees evaluated which factors of effort or reward best characterize workers' stress.
Results:
Among 68 participants, 37% of workers reported high effort and low reward from work (ERI > 1). Constant pressure due to heavy workload was most indicative of ERI among the solid waste workers. Union workers experienced 79% times higher ERI than non-unionized workers, while no significant differences were observed by income, after adjusting for confounders.
Conclusions:
Organizational-level interventions, such as changes related to workload, consideration of fair compensation, and increased support from supervisors, can decrease work stress.
... We restricted our sample to women aged 18 to 45 who had a first child during the observation period, were in paid employment up to 12 months before childbirth, but were not in paid employment at the time of birth. We did not include women who were self-employed prior to childbirth as there is evidence that job satisfactionand also some of its determinants -differs significantly between self-employed individuals and those in paid employment (e.g., Hytti et al., 2013;Millán et al., 2013), and maternity leave policies vary between the two groups. We excluded women younger than 18 to focus on prime working ages. ...
This article examines to what extent multiple facets of pre-childbirth job satisfaction affect women's labor market outcomes after first childbirth in the UK. Using the British Household Panel Survey (BHPS) we find that higher levels of overall job satisfaction increase the probability of returning to work sooner, and to the same job, during the sample period. Satisfaction with job security, work hours and the work content - but not with pay – are important determinants of mothers’ employment choices. We discuss the role of job satisfaction on women's ability to combine work and family responsibilities, and related aspects of job quality.
... Yet not all stressors appear to have such universally adverse effects on entrepreneurs. For example, in a study across 15 European countries, Millán et al. (2011) find that long working hours positively affected work satisfaction (a form of work-related well-being). Moreover, entrepreneurs even enjoyed the challenge that work stressors posed (Baron et al., 2016). ...
According to the modified models of the marketing mix, countries and regions are also products. They can be attractive for life, study, business, employment and tourism. One of the benchmarks is creative potential. Creativity is difficult to measure and subjective feature. It does not exist only in the psychological context, but also in the business (innovation ability) and regional (concept of creative economy). Measuring the creative potential of countries and regions is based on the Florida 3T Index (Technology, Talent, Tolerance). This index has many modifications for European, national and regional conditions. The aim of the paper is to create a national (Slovak) creative index and modify the regional index (PSK) using competitive benchmarking. These indices are composed of 6 sub-indices (Openness and Diversity, Human Capital, Cultural Environment, Technologies, Institutional Environment, Creative Outputs), 36 indicators (SCI) and 38 indicators (PCI). The following methods are used in the paper: analysis, synthesis, induction, deduction, comparative method, desk research, mathematical-statistical methods. The contribution of the paper lies mainly in the new use of competitive benchmarking, which is traditionally used when comparing products, services, processes, in a spatial (regional) context. Benchmarking the creative potential of countries and regions has many advantages, e.g. municipalities and regional development organizations can see the structure of weaknesses and their quantitative expression, not just the final result. Then they can implement preventive and corrective activities.
... Yet not all stressors appear to have such universally adverse effects on entrepreneurs. For example, in a study across 15 European countries, Millán et al. (2011) find that long working hours positively affected work satisfaction (a form of work-related well-being). Moreover, entrepreneurs even enjoyed the challenge that work stressors posed (Baron et al., 2016). ...
Creative potential of region is very important for its attractivity – e.g. for living, study, business, employement and tourism. Prešov region (regional level NUTS3) is composed of 13 districts (regional level LAU1), which have different roles in creative regional development (preference of technological innovations and start-ups or focusing on art, culture and history). Aim of this work is to suggest integrated model of management of creative cluster in Prešov region. Integrated management is composed of basic managerial functions (planning, organization, leadership and control) on regional and company level. These levels are connected and in this model is used systematic and project approach. Authors use these methods: analysis, synthesis, induction, deduction, comparative, abstraction and mathematical- startitical methods – e. g. indices. Benefits of this work can use potential cluster stakeholders (e. g. creative companies, public administration, universities, art, environmental and tourism organizations, regional development organizations).
... Work satisfaction was predominantly assessed with the question, "Overall, how satisfied are you with your job?", which is a frequently used measure of work-related wellbeing (Judge et al., 2017;Wanous et al., 1997). A few studies included multi-item measures, such as the general job satisfaction scale from the Job Diagnostic Survey (Hackman & Oldham, 1975) and combined items asking about satisfaction with particular aspects of work (e.g., the type of work, pay, hours, security) that are often contained in largescale household surveys (Millán et al., 2013). ...
Entrepreneurship can be fulfilling and enhance wellbeing, but also highly stressful and diminish wellbeing. This meta-analytical review synthesizes 319 effect sizes from 94 studies and 82 countries to establish whether individuals derive greater wellbeing from working for themselves or for someone else. The answer is partly positive in favor of entrepreneurship but depends on the components of wellbeing under investigation (positive wellbeing or negative wellbeing/mental illbeing) and the institutional context (especially the rule of law). We contribute by developing the component view of wellbeing as an organizing framework and by advancing an institutional perspective to guide research on entrepreneurs’ wellbeing.
The notion that self-employed individuals are more satisfied with their jobs than wage-employees has found broad empirical support. Previous research exploring the well-being effects of self-employment typically relies on direct cross-sectional comparisons between wage-employees and self-employed or on longitudinal investigations of transitions in or out of self-employment. In this study, the authors use individuals’ employment status histories in British longitudinal data to examine how accumulated self-employment experience affects job satisfaction, satisfaction with leisure and satisfaction with income. The study finds that those with past work experience only as self-employed report higher levels of job satisfaction than those with experience only as wage-employees. However, individuals with mixed work experience profiles are the most satisfied. This suggests a non-monotonic relationship between self-employment and job satisfaction. Patterns of self-employment experience and other satisfaction domains, such as satisfaction with income or leisure, are more nuanced, differing across gender lines.
Based on the dimensions of job security and ownership, the creative class is distinguished between the self‐employed and the paid‐employed in this paper. Based on panel data from 2000 to 2017 in China, we find the creative class of paid‐employed is more attracted by a quality of place with better ecological environment and more art and culture facilities, while the self‐employed creative class seems to live and work in an area with more financial benefit and high‐tech industries. This study contributes a theoretical model to explain why and how the type of the creative class is unevenly spatially distributed across China.
It is not well known as to what extent compensation and social benefits effects on employee job satisfaction in the media industry in Tanzania. This paper examines the effect of compensations and social benefits on job satisfaction among employees of Sahara media Group in Tanzania. This study employed simple random sampling and purposive sampling technique. The sample of the study was 80 while the data were collected through questionnaire, interview and documentary review. Moreover, the data was analyzed through descriptive analysis, frequency and percentage analysis and inferential statistics analysis. The study found that there is a strong relationship between the influence of basic pay, job allowances and job satisfaction. The study recommended that Sahara Media Group should modify and keep providing compensation and social benefits to its employees so as to ensure job satisfaction among them.
The aim of this study was to use exploratory and confirmatory factory (CFA) to investigate the factor structure of bureaucratic culture, linkages, and entrepreneurial satisfaction scale for multi-dimensional scale of entrepreneurial ecosystem scale. Methods: A total of 400 founders and co-founders of startups and firms recruited using snowballing sampling to complete the survey Exploratory factor analysis (EFA) in and CFA was performed on the 228 individuals who completed and agreed to participate in the study. Results: Exploratory factor analysis showed that questions on bureaucratic culture revealed two factors, EFA on linkages revealed 3 factors and EFA on entrepreneurial satisfaction revealed two factors and , factors with two items are excluded from the further analysis and CFA performed on remaining one-factors solution for each construct, CFA results show that acceptable values of Cronbach Alpha(0.60-0.85), composite reliability(>0.80) and average variance extracted (>0.50) show satisfactory results on terms of construct reliability, discriminant validity(>0.708) and outer EFA and CFA of bureaucratic culture, Links, and entrepreneurial Satisfaction for multi-dimensional scale of entrepreneurial ecosystem 420 loadings (.0.708), one item having outer loading <0.40 is removed. Goodness-of-fit statistics with SRMR is 0.081 and it shows poor fit. Conclusion: Overall 4 items on links and 2 items from entrepreneurial satisfaction are excluded, while constructs with 4 items (Bureaucratic Culture) and (Bureaucratic Cost) with 3 items are included for the final analyses and can be used with multi-dimensional scale of entrepreneurial ecosystem , however, further research is needed with larger sample and diversified sample to understand the factor structure of all three constructs and regression analysis can be done by designating entrepreneurial satisfaction as dependent variable.
Civil servants have a bad reputation of being lazy. However, citizens' personal experiences with civil servants appear to be significantly better. We develop a model of an economy in which workers differ in laziness and in public service motivation, and characterise optimal incentive contracts for public sector workers under different informational assumptions. When civil servants' effort is unverifiable, lazy workers find working in the public sector highly attractive and may crowd out workers with a public service motivation. When effort is verifiable, the government optimally attracts motivated workers as well as the economy's laziest workers by offering separating contracts, which are both distorted. Even though contract distortions reduce aggregate welfare, a majority of society may be better off as public goods come at a lower cost.
The authors investigate the relationships between four personal difference variables and job outcomes of retail store managers. They also investigate the influence of job tension on managerial performance and of the manager's performance on the financial performance of the retail store. Empirical results indicate that achievement orientation and inner- and other-direction of retail store managers have important direct as well as moderating influences on key job processes and outcomes. Empirical results demonstrate the critical influence of managerial effectiveness on retail store performance.
The adverse selection problem that is created because of asymmetry of information about entrepreneurs' attributes and abilities in turning ideas into viable businesses makes it difficult for venture capitalists or corporate executives to identify would-be successful entrepreneurs in advance. To mitigate this, and the related moral-hazard problem, we focus on an individual's motive to become an entrepreneur in the context of an individual's demographic and personal characteristics. We distinguish between two types of entrepreneurs based on their motivation to engage in entrepreneurial activity: “Push” entrepreneurs are those whose dissatisfaction with their positions, for reasons unrelated to their entrepreneurial characteristics, pushes them to start a venture. “Pull” entrepreneurs are those who are lured by their new venture idea and initiate venture activity because of the attractiveness of the business idea and its personal implications. Statistical analysis of data obtained from a questionnaire we recently mailed to Canadian enterprises reveals that “pull” entrepreneurs are more successful than “push” entrepreneurs.
This paper demonstrates that skill mismatches matter for overall job satisfaction. The same is valid for satisfaction with regard to certain job domains such as pay, security, type of work and number of hours of work.