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Measures of Job Satisfaction: What Makes a Good Job? Evidence from OECD Countries
Abstract
Most taxonomies of "good jobs" and "bad jobs" are centred around pay and hours of work. This paper uses uses information on 7 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job. The responses to twenty different questions are collapsed into six summary variables measuring workers’ evaluations of:
Pay;
Hours of work;
Future Prospects (promotion and job security);
How hard or difficult the job is;
Job content: interest, prestige and independence; and
Interpersonal relationships (with co-workers and with management).
An advantage of asking workers about these job attributes is that many of them, such as interpersonal relationships, job interest and job difficulty, are not measurable in the way that income and hours are. Another is that items may not have a linear relationship ...
... Job satisfaction, for example, is an outcome of work at the individual worker's level that has to be monitored to be able to assess the sustainability of working arrangements. Data that not only maps the spread of flexible work practices, but also worker's satisfaction with them and effects on the quality of jobs, are needed if policy makers want to make sound decisions about which ways of working should be supported and which should be prevented (Clark 1998). The same applies to telework which effect on, for instance, finding the right balance between family and work demands has until now only been explored at the case study level (FAMILIES 2002). ...
... Voß 1998). This is, in particular, because both participation in decision-making and management by objectives can act as boosts to employee morale, and thereby motivate workers to increase their productivity as they are given more self-responsibility and incentives to look for more efficient ways of doing their work (Clark 1998). Table 4-13 shows the spread of worker-participation in decision-making. ...
... Quality in work is traditionally measured based exclusively on pay, and maybe hours of work, as reflected in the European Community's structural indicators. However, research based on personal experiences of workers themselves has shown that pay is by far not considered to be the most important aspect of a job (Clark 1998). Rather, job security, an interesting job, and promotion opportunities are ranked highest. ...
... Selection of the variables of salary, job security, job difficulty, job content quality, interpersonal contact and promotion opportunity was based on the study by Clark (1998). He analysed the effects of these variables on female and male employees' job satisfaction in eight countries belonging to the Organisation for Economic Cooperation and Development (OECD). ...
... Subjects completed a 15-minute online survey with demographic questions at the end. The online survey included 20 questions to assess Emirati women's attitudes toward six specific job characteristics: pay, promotion opportunities, job security, job difficulty, job content and interpersonal relationships (Clark 1998). Perceived pay was measured with two items, namely 'Is your salary high?' and 'How high/low is your salary?' Promotion opportunities were measured with two items, firstly 'Are your opportunities for advancement high?' and secondly 'How high/low are your opportunities for advancement?' Job security was also measured with two items: 'Is your job secure?' and 'How secure is your job?' The first questions were asked to get information about the percentages of Emirati female employees who thought that they had a high salary, a secure job and good opportunities for advancement. ...
... I used items from the International Social Survey Programme's (ISSP) Work Orientation Survey to measure job difficulty, job content and interpersonal relationships at work (Clark 1998). The survey included six items to measure job difficulty, five items to measure job content quality and two items to measure interpersonal relationships. ...
Living and working in a patriarchal culture that encourages modesty, female Emirati employees might face unique challenges such as a male-dominated work environment, higher emotional labour and lack of role models to follow. These challenges potentially shape Emirati women’s job-related attitudes and values in a way distinct from that of Western women. Thus, rather than relying on the results of studies conducted in Western countries, researchers should collect data from Emirati women to gain a more accurate understanding of their job attitudes. Consequently, this study examines the effects of some intrinsic and extrinsic factors on Emirati women’s job satisfaction. The factors include pay, promotion opportunities, job security, job difficulty, job content quality and interpersonal relations. The results of a hierarchical regression analysis based on data obtained from 364 female Emirati employees indicate that pay and promotion opportunities do not have significant effects, whereas job security, job content quality and interpersonal relations have significant positive effects, and job difficulty has a significant negative effect on Emirati women’s job satisfaction. The results further indicate that intrinsic factors explained 10% of variance in job satisfaction above and beyond the extrinsic factors and promotion opportunities. The article discussed the possible meaning of these findings in the context of working in a male-dominated work environment and living in a culture that encourages and values modesty.
... Mientras tanto, los trabajos deseables están asociados a la posibilidad de ver los resultados del propio trabajo, utilizar completamente las propias capacidades y aprender nuevas herramientas, crear, tener reconocimiento de los logros alcanzados, solucionar problemas, tener oportunidades de ascenso; también se valora la jornada de trabajo, la flexibilidad del horario, el estatus del trabajo, la seguridad en el empleo, la afiliación a salud y pensión, y el reconocimiento de vacaciones pagadas. Clark (1998) coincide con los planteamientos de Rosenthal (1989) y propone analizar características diferentes a las estudiadas tradicionalmente, como el grado de dificultad del trabajo, el contenido del trabajo -intereses, prestigio e independencia-y las relaciones interpersonales, convirtiéndose en los argumentos más importantes relacionados con un buen trabajo desde el punto de vista de los trabajadores y de su satisfacción. Según el estudio de Clark (1998), la satisfacción en el trabajo está fuertemente relacionada, para los hombres, con el ingreso mientras que para las mujeres con las horas de trabajo. ...
... Conceptualmente se tienen diversas opiniones del significado; por ejemplo, Rosenthal (1989) sugiere tener en cuenta atributos como las tareas y condiciones de trabajo, la satisfacción en el empleo, el período de trabajo, el estatus del trabajo, la seguridad en el empleo, la afiliación a salud y pensiones y el reconocimiento de vacaciones pagadas, mientras Clark (1998) sugiere que el salario, el horario, la seguridad, las posibilidades de ascenso, el esfuerzo, el prestigio e independencia y las relaciones interpersonales en el ambiente de trabajo son los argumentos de mayor correlación con un buen empleo. ...
Aunque no existe una definición única para el concepto de la calidad del empleo, sí hay un acuerdo sobre las condiciones mínimas que deben cumplirse: existencia de un contrato laboral, remuneración adecuada, afiliación a la seguridad social y jornada laboral justa. Para el caso de las trece principales áreas metropolitanas de Colombia, con datosde los segundos trimestres del 2008 a 2012 y aplicando el análisis de correspondencias múltiples, como técnica que hace parte de una metodología alternativa para medir la calidaddel empleo, se tiene que la mayoría de asalariados ganan hasta un SMLV, no tienen contrato laboral, su jornada de trabajo es inferior a la de Ley y están afiliados al serviciode salud.
... According to Jurkiewicz, Tom K. Massey, & Brown (1998), monetary rewards are significantly more important to public sector employees in the United State. Moreover, according to Clark (1998), income becomes more important with age. According to Jurkiewicz, Tom K. Massey, & Brown (1998) Employees in the public sector are primarily driven by a need for security and stability. ...
... Both the papers agree that opportunities for advancement are not a significant attribute in the public sector rather it is relatively valuable in the private sector. Moreover, an interesting finding from OECD countries is that the opportunity of advancement in the job becomes less important as people age (Clark, 1998). ...
Today employees compete for qualified individuals and try to reduce employee turnover as a profit maximizing condition. That is why a proper understanding of employees' demands, including and beyond wage, is critical. The paper examines how various job attributes affect university students’ utility and their tendencies to choose different types of jobs. This study adopted the Discrete Choice Experiment (DCE) to find the Willingness to accept (WTA) among 213 students of Bangladesh University of Professionals (BUP). This study identified four essential job attributes such as monthly wage, job security, working hours and the opportunity of using the knowledge or skills they gained during their bachelor’s or masters and quantify the tradeoff preference among these four attributes. The paper finds that students prefer the public job sector more than the private job, entrepreneurship, and higher study. Having job security increases their utility by 35.8 percent and they require an amount of 16 thousand taka in the absence of job security. Working for long hours such as 46-60 hours and 61-75 hours decreases their utility by 39 percent and 25.2 percent respectively. Moreover, Female students are required more compensation than males for longer working hours whereas male students put more value on high wages.
... The literature also contents that job intensity decreases job satisfaction (Bohle et al., 2011;Diaz et al., 2012). Furthermore, promotion opportunities have been identified as contributing to job satisfaction (Clark, 1998;Clark et al., 2009;Kosteas, 2011). Finally, in a similar vein to what is developed in the previous section, we control for the effect of precedent downsizing in the company. ...
... The literature also contents that job intensity decreases job satisfaction (Bohle et al., 2011;Diaz et al., 2012). Furthermore, promotion opportunities have been identified as contributing to job satisfaction (Clark, 1998;Clark et al., 2009;Kosteas, 2011). Finally, in a similar vein to what is developed in the previous section, we control for the effect of precedent downsizing in the company. ...
Drawing on the literature on innovation climate and employee attitudes, we discuss how innovations could impact job satisfaction. Using lagged predictors and relevant control variables, we investigate empirically this relationship on a large sample of French firms. Our estimation results show that employees in companies that engage in innovation activities are more likely to report increased job satisfaction. Moreover, building on previous organizational research arguing that layoffs are likely to create detrimental workplace atmosphere and conditions, we test whether the relationship between innovation and job satisfaction is moderated by downsizing decisions among the examined firms. We draw several theoretical and managerial implications.
... While an extensive literature relates to job satisfaction intrinsic and extrinsic rewards (Clark and Oswald 1996, Clark 1998, Judge, Thoresen et al. 2001). The literature divulges slightly about whether men and women differ in the extrinsic rewards contribute to gender differences in job satisfaction (MottazI 1986, Kim 2005. ...
... The positive relationship between job satisfaction and benefits, such as pay, promotions, fringe benefits and opportunities to learn new skills is well documented among workers in the developed market economies (Clark 1998, Artz 2010) and former socialist economies (Linz 2003, Fargher, Kesting et al. 2008, Lange 2008, Borooah 2009). (Linz and Semykina 2012) suggest that, among workers in the former socialist economies, this relationship is particularly strong when the rewards are extremely desired. ...
The purpose of this paper is to promote the understanding of the relationship between intrinsic and extrinsic
rewards and motivation at work in the banking sector of China. It also examines whether demographic factors
such as age and gender differences impact employees’ attitudes in relation to intrinsic rewards, extrinsic rewards,
and motivation at work. A unique questionnaire based survey was carried out in the banking sector. Total 200
questionnaires were distributed randomly to the employees, 157 were returned and 110 were ultimately selected
for the analysis. Using descriptive statistics providing intrinsic rewards, extrinsic rewards and motivation in the
banking sector was identified. The results indicate that the banking sector in China is more likely to provide
intrinsic rewards rather than extrinsic rewards. In addition, extrinsic rewards can be emphasized to add the value
of intrinsic rewards, as it can prevent workers from being dissatisfied with their jobs. Both individual ability and
demographic characteristics are the key determinants of employee’s motivational preferences. From the findings
for women, satisfaction is positively related to intrinsic rewards, but also for men, satisfaction tends to be
positively related to extrinsic rewards.
... In work-life, a high degree of job satisfaction is desirable, and that satisfaction can be measured in different ways. Wages and working hours are two factors regularly associated with job satisfaction (Clark 1998) although some studies stress that wages are less significant than other job factors (Wrzesniewski et al. 1997;Manuel and Hughes 2006). Wages and work hours are challenged by other more important factors for job satisfaction that ought to be accounted for, such as employees' feelings towards their work, their individual desires, motivations, interests, and other psychological factors related to health and well-being (Wrzesniewski and Dutton 2001). ...
... The identification of the inconsistency between the ideal self and the present job situation might lead to lower selfesteem, physical illness, anxiety, depression, and 'burn out' (Tsaousides and Jome 2008; also see Laurence 2015), thereby reducing self-assessed quality of life. Furthermore, work misplacements resulting from incentives for accepting any job that is offered might be counterproductive from the individual's perspective (Kaye 2009), and might lead to both high degrees of absenteeism from work (Clark 1998) and a general distrust of society and social welfare institutions (Laurence 2015). ...
The meaning of work is different for people in different social groups, and research exploring perceptions of meaningful work among adults with high-functioning autism (HFA) is scarce. The aim of this paper is to explore how narratives of satisfactory and meaningful future jobs are portrayed relative to two alternative discourses of work – the ‘obligation to work’ discourse, and the ‘disability rights’ discourse. This group of individuals are high functioning on the one hand, while at the same time holding legally-mandated special disability rights, an exploration of how this group reason about work-life and satisfactory jobs is particularly interesting. Through ethnographic fieldwork in Sweden, seven young adults with HFA were followed, and 17 interviews were conducted. The main findings and conclusions are that jobs that are individually assessed to be ‘ideal’, are put aside in favor of jobs that are more compatible with general labor market demands, as long as enjoyment and meaningfulness can still be experienced.
... Another assessment strategy analyzes objective and subjective measures which include identifying a variety of mismatches between what workers say they want or expect from their jobs and their actual work conditions (Santero-Sanchez et al. 2015). For example, actual and desired work hours and the "person-job fit" (Clark, 1998;2015), fair treatment in employment and equity in work (Arranz et al. 2018), task direction and managerial support (Felstead et al. 2019), workers' rights and social protection (Henly et al. 2021), presence of an employee representative and employee involvement in workplace meetings (Gevaert et al. 2021;Harknett et al. 2021) and the value workers attach to a job with things like high income and prestige Clark and Kozak, 2023;Green Lee Zou and Zhou, 2024). ...
... De aquí la efectividad o capacidad distintiva de las organizaciones con contar con una cantidad representativa de empleados felices. Por último, se reduce considerablemente el índice de fluctuación ya que cuando los empleados sienten que la empresa realmente apoya sus intereses, tienden a trabajar con más ahínco y compromiso y se convierten en fieles a las mismas, donde la SL es importante en sí misma en tanto forma parte del bienestar social (Clark, 1998). Todo lo planteado hasta aquí, sienta las bases para que los empleados sean leales a su organización. ...
Abstract: The purpose of this article is to explore, over the years and up to the present, the different definitions of the term job satisfaction. The methodology used is the bibliographic review of sources, mainly journal articles written by a large number of authors specialized in the subject. As main results, the contributions of each definition are clarified; the differences between job satisfaction, quality of work life and work environment, connecting it with the concept of health to precisely establish the importance of job satisfaction for the achievement of important variables that determine business productivity. As an essential conclusion, it is recognized that the findings declared in the specialized bibliography show the relationship between the variables that determine satisfaction, the health of the employees and the results of the company.
Keywords: health,Covid-19, work environment, productivity.
... According to this approach, a job is a crucial part of people's lives, and that is why it is essential to employees' well-being (Clark, 2015). On the other hand, job satisfaction is seen as a determinant of activity in the labor market, productivity, turnover of workers, or competitive advantage of the companies (Clark, 1998;Dijkhuizen et al., 2018;Hajduková & Klementová, 2015;Matveichuk et al., 2019). ...
Motivation: Job satisfaction as an attitude that reflects an evaluation judgment of the various aspects of a job is an essential factor influencing employees as well as employers. The well-being of individuals, activity in the labor market, productivity, and turnover are examples of effects of job satisfaction. The inclusion of the circumstances of Poland and the Czech Republic countries and additionally young generations (GenY and GenZ) context enables the formulation of practical implications for increasing job satisfaction for both employers and employees in CEE countries.
Aim: The research aims to identify factors that shape job satisfaction patterns among young adults, including age as an indicator variable in Poland and the Czech Republic. The identification is based on the two separate ordered logit models estimated in the group of young adults ages 18–29. The models were built upon the data collected in 2021 in a survey using the CAWI technique on a sample of 304 respondents in Poland and 259 in the Czech Republic.
Result: The results of the logit models estimation indicate that job satisfaction in Poland and the Czech Republic is determined by various sets of factors considered in four dimensions, i.e., behavioral, economic, educational, and socio-demographic. Substantial differences between young adults in both countries were recognized. The greatest impact on job satisfaction in Poland has the willingness to control expenses and wage satisfaction. In the Czech Republic, job satisfaction is most strongly influenced by the imposition of rules that discipline expenditure and wage satisfaction.
... Employees' assessment of the importance of these two job characteristics differ on a crossnational level (Hofstede, 2010(Hofstede, , 2001Schwartz, 1992). Studies show that the weight employees attach to intrinsic job characteristics and extrinsic job characteristics differ drastically depending on nationality (Clark, 1998). Previous research also shows that the link or relationship between job characteristics and job satisfaction varies across nations (Adigun & Stephenson, 1992;Earley & Stubblebine, 1989;Eylon & Au, 1999;Kanungo, 1990). ...
Executive Summary A number of studies have been done in North America and Europe which examined the role of intrinsic and extrinsic job factors in overall motivation and satisfaction. However, this field of research has received very small attention, if any, in the Arab region. This research explores the effects of extrinsic and intrinsic job factors on motivation and satisfaction in the country of Lebanon. A total of 100 subjects took part in the study. Results showed that while extrinsic factors have a stronger relationship with motivation and satisfaction than intrinsic factors, the latter showed a stronger effect on overall motivation when extrinsic job factors were met. Discussion and implications are presented.
... The determinants of job satisfaction are well reported in normative literature (Azeez et al., 2019;Brooke et al., 1988;Clark, 1998;Oo et al., 2022;Scarpello and Campbell, 1983). Ajayi and Olatunji (2017) report how extant studies have measured job satisfaction using nine scales covering remuneration, career progression, autonomy, leadership and organisational culture on communication, work procedures, performance, operational rules, values and collegiality. ...
Purpose
Migrant construction workers, significant in many developed economies, face several challenges, which place them at a higher risk of job dissatisfaction compared to locals. Therefore, this study investigates the determinants of job satisfaction amongst a specific group of migrant construction workers, who hold temporary work visas (TWVs) in New Zealand (NZ).
Design/methodology/approach
An explanatory research approach was used to investigate the determinants of job satisfaction identified through the literature review. Data were collected through a structured survey administered to 200 Chinese migrants on TWVs (short stays) working on selected major projects in the Auckland region. Data analysis involved T-test and structural equation modelling (SEM) of 102 valid questionnaire responses.
Findings
The study highlights the importance of providing opportunities for knowledge advancement and career progression for migrant construction workers to improve their job satisfaction. The results found that Chinese migrant construction workers are generally satisfied with their jobs and would extend their stay if job opportunities are provided. The results confirm that remuneration and opportunities for knowledge advancement and career progression lead to increased job satisfaction, while loneliness decreases job satisfaction. The opportunities for knowledge advancement and career progression triggered more satisfaction than remuneration.
Originality/value
The research result provides a useful knowledge base for understanding the determinants of job satisfaction amongst Chinese migrant construction workers with TWVs. These findings have implications for employment management practices within the construction industry and could enhance immigration information policies and other recruitment agencies' approaches to sourcing overseas workers for the NZ construction industry.
... In addition to this, it should also be noted that holders of these occupational backgrounds such as lawyer, academician, medical doctor, engineer and so forth are jobs for which individuals are paid above the minimum wage and median income level. In this regard, owners of these occupations among women parliamentarians can also be considered as those who are holders of good jobs that is primarily defined, according to some scholars (see Acemoglu, 2001 andClark, 1998), in relation to the level of earnings that individuals receive in return of their labour spent as hours to complete required tasks of job. ...
Eşitsizlik genel olarak insan uygarlığının bir parçası olarak kabul
edilebilir. Eski uygarlıklarda zenginler, servetlerinin kendilerine tahsis
ettiği güç nedeniyle kölelerin mülkiyeti gibi baskıcı eylemlerde
bulunmuş, eşitsizlik siyasi seçkinler tarafından yoksullar ve güçsüzler
üzerinde kendi güçlerini ve kontrollerini sürdürmek için yaratılan, her
zaman var olan bir dizi inançtan kaynaklanmıştır. Siyasi seçkinler ve
toplumun zengin üyeleri, başlangıçta kendi güçlerini ve zenginliklerini
korumak için sosyal eşitsizliği işlerken aynı anda alt sınıflar için yukarı
doğru hareketlilik olasılığını ortadan kaldıran sosyal yapılar
yaratmıştır. Bu bakış açısı, güç ve imtiyaz sahibi sınıf(lar) tarafından
geliştirilen ve sürdürülen bir dizi inanç nedeniyle sosyal eşitsizliğin
var olduğunu öne süren sosyal egemenlik teorisyenleri tarafından da
desteklenmektedir. Başka bir deyişle varlıklı ve güçlülerin kontrollerini
sürdürme özlemi, toplumsal eşitsizliğin sürekli varlığına basit ve
açık bir neden sunar. İnsan ticaretinin ortaya
çıkış nedenlerinden birisi de eşitsizliklerdir.
Küreselleşmeyi ivmelendiren Sanayi Devrimi’nden sonra ülkeler
arasındaki gelir eşitsizliği artmış ve göç insanlar için çoğu zaman
zorunlu bir hâl alarak sınırlarını genişletmiştir. Sosyal, ekonomik ve
güvenlik nedenleriyle yaşadıkları kasabayı, köyü, şehri ya da göçe
Diverse Perspectives and Issues on Inequality
136
neden olan durumun ciddiyeti ve aciliyetine göre ülkelerini terk eden
kişiler pek çok sorunla karşılaşmaktadır. Zorunlu ve düzensiz göç
süreçlerinde illegal yollara başvurmak zorunda kalan insanlar,
beklenmeyen olaylarla yüz yüze gelebilmektedir. İnsanların düzensiz
göç, başka bir değişle ile yasa dışı göç esnasında karşılaştığı sorunlardan
biri de insan tacirlerinin ağına düşme ihtimalidir. Her yıl yüz
binlerce düzensiz göçmen art niyetli kişilerce farklı amaçlarla
alıkonulmakta ve istemedikleri durumlara itilmektedir. Birleşmiş Milletler
Uyuşturucu ve Suç Ofisine göre insan ticareti, silah ve
uyuşturucu kaçakçılığından sonra dünyanın en kazançlı üçüncü büyük
suç faaliyetidir (UNODC, 2018). İnsan ticaretine ilişkin geçerli ve
güvenilir verilerin toplanması zor olsa da bu hususta Birleşmiş Milletler’in
(BM) bazı tahminleri bulunmaktadır. Özgür Yürü Vakfı
(Walk Free Foundation) ise insan ticaretinin tüm türlerinde dünyada
40,3 milyondan fazla mağdur olduğunu tahmin etmektedir (Cameron
v.d., 2020: 1).
Eşitsiz güç ilişkilerinden kaynaklanan insan ticareti, ağırlıklı olarak
kadın ve çocuk merkezli bir sorundur. Çocuk ve organ ticaretinde
güçlü ve güçsüz arasındaki eşitsizlik, fuhuşta cinsiyet eşitsizliği ve
patriarkal toplum yapısı bu sorunun en büyük belirleyici faktörleridir.
Çalışmamızda eşitsizlikten doğan insan ticaretinin farklı görünümlerini,
boyutlarını, ortaya çıkardığı sorun alanlarını ve bu suçla
mücadelede uygulanan politikaları eşitsizlik ekseninde ele almayı
amaçladık.
... Тем самым мы подходим к следующей проблеме исследования трудового поведения, не имеющей пока однозначного решения, -отношение к труду редуцируется до отношения к труду на конкретном рабочем месте. Это характерно для подходов как российских, так и зарубежных исследователей (Ильясов 2013;Татарова, Бессокирная 2018;Clark 1998;Schaufeli, Bakker, 2010;Judge et al. 2017). ...
Мотивация трудовой деятельности представляет собой сложноорганизованную систему, которая не сводится к отношению актора к конкретной работе в конкретной организации. В ней синхронизируются отношение к труду как целенаправленной деятельности, отношение к своей профессии, отношение актора к конкретной работе. Различные уровни обобщения, восхождение отконкретно-видового к общеродовому (генерализация) отношению к труду, находясь в тесном взаимодействии, в то же время обладают автономностью и относительной независимостью. Основные теоретические идеи прошли эмпирическое тестирование в процессе регрессионного анализа данных, собранных в результате онлайн-опроса. Они свидетельствуют, что в условиях перехода от индустриального к постиндустриальному обществу роль ведущих факторовуспешной трудовой деятельности постепенно приобретают приверженность профессии и ориентированность работника на самореализацию и профессиональное развитие.
... In this context, Fasani and Mazza (2020) reported that migrant EU workers face an increased risk of losing their jobs compared to national EU workers and that these risks are higher among females than among males. On the other side, Clark (1998) denoted that job satisfaction for the same work may vary between national and foreign workers due to the difference in cultural and institutional background. In this regard, many researchers studied the impact of worker's culture on job satisfaction, such as de Bustillo Llorente and Fernandez-Macias (2005) and Hauff et al. (2015). ...
The COVID-19 lockdown has brought about many sudden changes in the social and work environment, causing organizations and businesses to change work conditions to adapt to the new situation which has affected millions of workers who shifted to telework. The teleworkers' variations in gender, age, residency situation, status as national or foreign employees, and many other aspects create differences in their response toward the telework experience. This study attempts to fill the literature gap concerning the differentiation in response between national and foreign employees' satisfaction with the working from home experience and their future intention to work from home, with a case study of the Visegrád Group as an example from Central European countries. The study found that 84.4% of teleworkers were satisfied with working from home, but no significant difference was found between national and foreign teleworkers in their satisfaction with the telework experience; this satisfaction mainly derives from allocating the gained time to social-personal activities. A surprising result presented by this research is that, in spite of the fact that foreign non-EU-citizen workers were satisfied with the teleworking experience, they do not tend to work from home due to fears of losing their jobs and residence permits, whereas national teleworkers have the intention to work from home if given the opportunity. Another important addition of this study is the development of a new scale specifically for measuring employee satisfaction with working from home instead of using traditional job satisfaction scales.
... There is evidence that one's job satisfaction relates to a diversity of job-related characteristics, although the findings are not completely consistent across studies, such as pay Heywood & Wei, 2006;Pouliakas & Ioannis, 2010), hours of work , job security (Artz & Kaya, 2014), promotion opportunities (Clark, 1998), job stress (Wang et al., 2014), work autonomy (Ross & Reskin, 1992), workplace relations with co-workers and management (Westover & Taylor, 2010), job-skill use (Allen & van der Velden, 2001;Amador & Vila, 2013;Belfield & Harris, 2002;Johnson & Johnson, 2002;Vieira, 2005), and job-life interference (Anderson et al., 2002;Scandura & Lankau, 1997). ...
Satisfied and committed employees play a major positive role in business performance in today’s globalized and competitive landscape. This paper contributes to the literature on the empirical determinants of job satisfaction and organizational commitment, drawing on a rich micro dataset for 36 countries, using a flexible semi-nonparametric approach, which nests and outperforms the standard ordered probit model. The findings indicate that job satisfaction and organizational commitment can be fostered by instruments which can be controlled by management. Our results shed timely light on how managers can improve job satisfaction and organizational commitment and address implications of the Great Resignation. However, despite the ever-increasing pace of globalization and expanding role of multinationals across the globe in shaping work environments, our results uncover that significant cross-country differences in job satisfaction and organizational commitment do exist, even after controlling for a plethora of job-and-workplace manageable attributes and individual (including religious dimensions) related characteristics.
... Once we delve more fully into a range of job quality indicators, however, the picture is more mixed. For example, Clark's (1998) analysis of OECD countries using data from ISSP 1989 found that men, as expected, reported higher income and better prospects for advancement, but also worked longer hours and reported harder physical work than women. There was little variation by gender in terms of job security, women were slightly more likely to report good relations at work than men, and there was no variation by gender in job content. ...
Based on an analysis of the New Zealand data in the Work Orientation module of the International Social Survey Programme (ISSP) across three rounds (1997, 2005 and 2015), this paper examines how workers in New Zealand perceive their job quality. These surveys imply that New Zealanders have relatively good jobs, as shown in healthy levels of job quality and job satisfaction. They rate highly the quality of their collegial relationships at work and typically perceive the intrinsic quality of their job as better than the extrinsic quality. A key issue in relation to the latter is that they generally do not rate their advancement opportunities as high. While men, full-timers and graduates have some advantages over women, part-timers and non-graduates in extrinsic job quality, the intrinsic quality of work is more evenly experienced. In terms of intrinsic issues, the rising level of stress from 2005 to 2015 poses a concern and there is no evidence that graduates enjoy any kind of premium in the intrinsic quality of work apart from a lower level of hard physical effort.
... pay, hours of work, skill requirements, job content, etc.) and on aspects of the whole work environment (health and safety at work, health insurance coverage, working conditions, career prospects, training, etc.). See J. Clark (1998). On this point, in order to provide a framework for the analysis of work quality, the Commission suggests two broad dimensions partially different from those elaborated by scholars: 1) Objective and intrinsic characteristic of the job (including: job satisfaction, remuneration, non-pay rewards, working time, skills and training prospects for career advancement, job content, match between jobs characteristics and worker characteristics); 2) the work and wider labour market context (gender equality, health and safety, flexibility and security, access to jobs, work-life balance, social dialogue and worker involvement, diversity and non discrimination) (ibid. ...
The process of Europeanisation of industrial relations has emerged as a key trend in the European Union since the ratification of the Treaty of Maastricht. Social dialogue has been fostered, new directives in the field of social policy have been issued, the sectoral social dialogue has been strengthened, and new governance methods are slowly emerging. Quality and benchmarking aspects have entered into the European discussion, first in the field of employment policy, then in working conditions issues.
The present report seeks to evaluate the quality of European industrial relations in a global context based on the existing literature. The report identifies certain quality criteria for assessing the effectiveness of European industrial relations and engages in benchmarking the European industrial relation systems against those of Japan, the Unites States, Russia and the Candidate Countries.
... Besides individual differences, cross-national differences in institutional and cultural backgrounds also play a key role in the job satisfaction of workers (Clark, 1998). Several studies focus on the direct influence of a country's cultural and socio-economic characteristics on job satisfaction (Munoz de Bustillo Llorente and Fernandez Macias, 2005;Jones and Sloane, 2009), with the aim of explaining cross-national differences in job satisfaction levels. ...
Purpose
This paper aims to contribute to the body of research on job satisfaction as a subjective dimension of the quality of working life. Specifically, it addresses the comparison of job satisfaction between native-born and foreign-born workers in 28 European countries.
Design/methodology/approach
A multilevel modelling framework is used for exploring the variability associated with every hierarchical level (individuals constitute the first-level units, combinations country-activity sector are the second-level units and countries are the third-level units).
Findings
The country-specific native-migrant gap in job satisfaction displays some heterogeneity across countries when accounting for socio-demographic and job-related characteristics. Country-level factors have a significant effect on job satisfaction score of all resident workers. Nevertheless, they do not moderate significantly the effect of immigrant status on job satisfaction across countries.
Research limitations/implications
The unavailability of data on migrants' country of origin and duration of stay in the host country prevents from exploring in more details the integration issues of migrants.
Social implications
Job satisfaction of migrant workers, as an indicator of their working conditions, is fundamental for evaluating the degree of social integration of migrants in their host countries
Originality/value
A distinctive trait of this research is the use of the 2013 ad hoc EU-SILC module on subjective well-being, which contains subjective evaluations of the satisfaction with the job as well as with other different life domains. Further distinctive aspects are the investigation of (1) the direct effect of country-level factors on job satisfaction and (2) whether country-level factors mediate the effect of the immigrant status on job satisfaction.
... Nouf-Latif et al. 2019a). The concepts of health and work are examined in this context as having interrelated consequences for each other, for example, the notion that health, or wellbeing, is affected by different aspects of work and work-life (Clark 1998;Nouf-Latif et al. 2019a, 2019bPagán 2007;Pearson 2008;Yeh 2015). ...
The aim of this article is to broaden the understanding of how Swedish disability policies are constructed to meet the objectives of the ratified UN Convention on the Rights of Persons with Disabilities (CRPD) regarding active citizenship and full participation on an equal basis with others. The study examines two policy domains: health and employment. Recently issued legal documents are analyzed using the approach of directed content analysis and the theories of 'social risk' and 'governance'. The results suggest that the policy area of employment implicitly and explicitly overshadows the policy area of health and related rights accounted for in the CRPD. A more nuanced perspective in disability policies concerning employment in relation to active citizenry and full participation is required, accompanied by social policy schemes that encompass the perspective of the CRPD as a whole in all support-to-work services, instead of the limited focus of finding full-time employment.
... The earlier studies addressing country and cultural variation primarily focused on developed market economies (A. Clark 2005; A. E. Clark 1997Clark , 1998A. E. Clark & Oswald 1996;Curry et al. 1986;Fassina et al. 2008;Freeman 1977;Gazioglu & Tansel 2006;Hamermesh 1977Hamermesh , 1999 Vecernik 2003). ...
Starting from 1930’s, there has been numerous studies in social sciences, business and organizational psychology on job satisfaction and dissatisfaction in relation to motivation and environment factors. In many studies, motivation has been considered as primary determinant of job satisfaction, while the job dissatisfaction has been considered as result of ‘conditions that surround the doing of the job’ such as working (physical) conditions, salary, company policies, job security, quality/style of supervision, and co-work relations or relation with others. According to Herzberg, these ‘hygiene factors’ (dissatisfying experiences: extrinsic/ non-job-related factors) are not intrinsic part of a job but they refer to the environment and have the function of preventing job dissatisfaction. To him, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction and the lack of satisfaction does not equate to dissatisfaction. The present paper primarily deals with the job satisfaction and dissatisfaction of Bangladeshi workers in South Korea from Herzberg ‘Two Factors Theory’ perspective (‘Motivation’ and ‘Hygiene factors’). The paper is primarily based on a survey conducted on 200 Bangladeshi migrant workers in Korea in 2015. The findings of the survey show that job satisfaction and dissatisfaction of Bangladeshi workers in Korea are caused by different dependent and independent set of factors. These factors cannot be completely isolated from one another. There are both dependent and independent factors that separately give indication of their relative importance to job satisfaction of different type of Bangladeshi workers in Korea.
... On the other hand, that study also determined that females deem good colleagues, a good boss, and the importance of the job to be more important than do males. Clark (1998) presented that nationality has a considerable effect on the importance of intrinsic and extrinsic work factors. It has been indicated that in individualistic cultures, workers tend to be self-motivated, self-sufficient, and hold their individual interests as most important (Hofstede, 1991). ...
... Job satisfaction and health measures Job satisfaction is one of the most used subjective summary measures to evaluate well-being at work (B€ ockerman, 2004;Clark, 1998Clark, , 2001Clark and Oswald, 1996;Frey, 2008). If proper instruments for job satisfaction analysis are not available (see Hora et al., 2018 for a summary of instruments), even a single-item measure has also shown an acceptable validity and reliability values according to the literature (Dolbier et al., 2005;van Saane et al., 2003;Wanous et al., 1997). ...
Purpose
This study aims to analyse the potential confounding and moderator role of job satisfaction on the effect of working hours on self-perceived health and to analyse the effect of transitions between working hours and job satisfaction.
Design/methodology/approach
Using longitudinal data for the Catalan economy in 2005–2009, first, it runs a linear probability random effects model, with self-perceived health as the dependent variable, on one-year lagged job satisfaction, working hours and its interaction. Second, it estimated an ordered logit model to test the effect of transitions to working hours and different levels of job satisfaction on self-perceived health.
Findings
Short working hours ≤ 20 h/w predict good self-perceived health for women. Long working hours 41–47 h/w predict poor self-perceived health among men and women but not for very long hours ≥ 48 h/w. Interaction effects between working 41–47 h/w and job satisfaction levels were found for men and women. Improvements in job satisfaction for health are reduced when working long hours. For employees, a decrease in job satisfaction may suggest a health risk except if hours also reduce.
Social implications
Workplace practices aimed at gaining flexibility in working hours may be offset, in terms of health outcomes, by lower job satisfaction. Flexible working hours from the employees' side should be favoured to face reductions in job satisfaction.
Originality/value
The novelty of this paper is that highlights differential effect of job satisfaction in the relation between working hours and health status.
... Ello es debido en parte a su carácter multidimensional, vago o difícil de precisar. Por ello, existen diversos estudios que han propuesto combinar varias dimensiones del concepto de calidad de empleo como el de Begega y Guillén (2009), Clark (2005), Arranz et.al. (2016) y Somarriba et.al. ...
Los diferentes estudios del concepto de calidad de empleo han propuesto distintas dimensiones y soluciones para su medición. Una de estas propuestas de medida es el Índice Europeo de Calidad del Trabajo. Este se compone de información sobre el entorno físico y social, la intensidad y calidad del tiempo de trabajo, las diferentes habilidades e influencia que tienen los trabajadores, sus perspectivas sobre el empleo y las retribuciones recibidas por su trabajo.Se propone a partir de las componentes de dicho índice suministradas por la European Working Conditons Survey, calcular un indicador sintético de calidad de empleo por medio de la metodología DP2, así como ofrecer una estimación robusta del indicador de calidad del trabajo, analizando qué componentes tienen un mayor peso en la determinación de la calidad del trabajo y ofrecer a su vez un análisis espacial de los niveles de calidad de empleo en la UE con una perspectiva de género.
... Along with this, job satisfaction for the graduates is also linked with the knowledge and skills acquired during the study and the match between educational level and job level (Mora, Aracil & Vila 2007;Battu, Belfield, & Sloane, 1999;Verhaest & Omey, 2006). Likewise, Bowden and Marton (1999) found that job satisfaction is essential to college satisfaction is also viewed as an important output or outcome of organization and labourmarkets which are direct measures of well-being (Clark, 1998), at the same time it also plays a dual role as both an important determinant of organizational commitment, and as an intervening variable between structural and individual determinants and commitments (Currivan, 1999). ...
The purpose of this study is to address the gaps in the literature and compare the job satisfaction between school leavers and college graduates. Specifically, the proposed study sought to expand the existing, yet limited research exploring job satisfaction between school-leavers and college graduates. In this study, the comparison includes these factors: the job itself (work conditions, employment benefits, job challenge, job security, and educational benefit), pay, opportunities for promotion, supervisor, and coworkers (Wei & Kopischke, 2001). This study used MSQ as a data gathering tool. The questionnaires were administered to 89 male respondents, 55 are school-leavers and 34 are graduates, and 121 female respondents, 60 are school-leavers and 61 are graduates. Statistical Package for Social Sciences (SPSS) was employed as a tool to conduct independent t-test, and descriptive statistical analysis. The results showed insignificant differences of job satisfaction between the variables. Several recommendations for future studies were also listed.
... Desde el punto de vista económico, la satisfacción laboral posee una estrecha relación con el comportamiento de los empleados en aspectos como: la movilidad, la productividad, las incapacidades, el abandono del trabajo y las renuncias. Es así como los empleados con bajos niveles de satisfacción serán más proclives al ausentismo o a presentar un bajo desempeño en su actividad (Warr, 1999;Clark, 1998). En la empresa, un nivel de satisfacción óptimo de los empleados disminuye los costes de transacción al conservar las capacidades de know how y de capital humano adquiridos, las cuales serían costosas de reemplazar, impulsando la competitividad empresarial (Patterson, Warr, y West, 2004; Hytti, Kautonen y Akola, 2013). ...
El objetivo del artículo es estimar cuantitativamente los determinantes de la satisfacción laboral en el Área metropolitana de Bucaramanga, entre los años 2008 y 2012. Como metodología se utilizaron los datos de la Gran Encuesta Integrada de Hogares del DANE, se estima un modelo de elección discreta sobre la probabilidad de que los empleados estén satisfechos o no en su ambiente laboral, tomando como referencia una función de utilidad donde se involucran factores del individuo, socioeconómicos y de la empresa. Los resultados obtenidos evidencian que el ingreso laboral, la tenencia de seguridad social, el mayor tamaño de las empresas, el desarrollo de los conocimientos, la compatibilidad del trabajo con los compromisos familiares son los factores más relevantes que afectan positivamente el estar satisfecho laboralmente, mientras que el mayor número de horas, y una mayor tenencia de capital humano afectan negativamente dicha probabilidad. Se pudo concluir que el buen desempeño empresarial no radica únicamente en la implementación de procesos más eficientes, también se basa en proporcionarles a los trabajadores un ambiente donde puedan desarrollar integralmente sus capacidades laborales, así como mejorar la flexibilidad horaria de los mismos para que su trabajo sea compatible con su vida familiar.
... in addition, Job satisfaction is important in its own right as a part of social welfare. Workers "decisions about whether to work or not, what kind of job to accept or stay in, and how hard to work are all likely to depend in part upon the worker"s subjective evaluation of their work, in other words on their job satisfaction (Clark, 1998). The leaders should enhance job satisfaction, and this should be an organizational goal. ...
... Other factors influencing job quality include hours of work, future prospects (promotion and job security), how hard or difficult the job is, job content (interest, prestige, independence), interpersonal relationships (Clark, 1998), and supervisor behavior and management practices (Seltzer & Numerof, 1988;Gilbreath & Benson, 2004). We assess many of those factors in our study of job quality in the cannabis industry. ...
Marijuana Community Impact Study
Executive Summary
In December of 2016, the Pueblo County Commissioners contracted with the newly-established Institute of Cannabis Research (ICR) at Colorado State University - Pueblo to study the impacts of legal cannabis on Pueblo County. In the years since 2012, the year that Colorado voters approved Amendment 64, Pueblo has opened the door wider to legal cannabis than many other Colorado counties. In addition to licensing medical and retail cannabis dispensaries, Pueblo County has also approved cannabis grows and cannabis product development companies. It is reasonable to assume that newly legalized cannabis dispensaries, grows, and product development companies will have a significant impact on Pueblo County. Rather than operating in the dark, the Pueblo County Commissioners requested an Impact Study from the Institute of Cannabis Research that focuses on the following subject areas:
Scope of Services and Impact Study Team Researchers
Demographics
Investigator: Timothy McGettigan, PhD
Poverty and Homelessness
Investigator: Timothy McGettigan, PhD
Education
Investigators: Tim Peters, PhD
Jobs
Investigators: Brad Gilbreath, PhD and Patrick Radigan, PhD
Crime and Prison Populations
Investigator: Jennifer Schlosser-Couch, PhD
Public Health & Health Care System
Investigators: Joe Franta, PhD, Leslie Murtagh, PhD, Jacinda Heintzelman, PhD, Lisa Persons, PhD
Community Attitudes
Investigators: Carol Langer, PhD, Fawn Amber-Montoya, PhD, Colleen Hackett, PhD
Impacts on Social Services
Investigator: Arlene Reilly-Sandoval, PhD
Impact Study Principal Investigators
Jane Fraser and Leonardo Bedoyavalencia - Energy & Water
Aun Hassan and Mike Wakefield - Economic Impacts
Brian Vandenheuvel - Hemp Buffer Zones
Joe Franta and Tim McGettigan - Social Impacts
Impact Study researchers began meeting on a weekly basis in January, 2017, and continued meeting throughout the balance of the Spring 2017 semester. Regular meetings helped Impact Study researchers maintain a shared vision while working on individual reports. Regular meetings also enabled Impact Study researchers to share insights about common problems and helped researchers remain in step with the agreed-upon timetable.
After Impact Study researchers submitted final drafts of their individual reports the ICR Steering Committee appointed an Impact Study Finalization Committee. The Finalization Committee coordinated the process of transforming individual reports from investigators from more than a dozen disciplines into a unified final report.
Summaries of Individual Reports
1 - Demographics, Timothy McGettigan, PhD
In his research on demographics, Timothy McGettigan, PhD notes that cannabis has not been legal long enough to have a major impact on Pueblo County’s demography. Puebloans have demonstrated a clear pattern of voter support for legal cannabis, which is consistent with nationwide trends. So far, the demographic impacts of legal cannabis on Pueblo have been modest. Since the passage of Amendment 20, Pueblo’s population has increased at much the same rate as prior to legalization. There is no evidence that legal cannabis has reduced Pueblo’s population.
There is evidence of increased migration to Pueblo since the passage of Amendment 64. Opinion is divided about whether migrants have had a positive or negative impact on Pueblo. Educational achievement in Pueblo still lags behind the rest of Colorado. To combat that deficit, Pueblo County has instituted the world’s first cannabis tax funded college scholarships.
Household income in Pueblo falls well below incomes in Colorado’s more affluent counties. Jobs created by the legal cannabis industry should help Puebloans narrow stark income gaps.
The National Survey on Drug Use and Health recently revealed that cannabis use has declined steeply among 12- to 17-year-olds. While adolescent use has been declining, cannabis use among elderly Americans has increased dramatically.
2 - Poverty and Homelessness, Timothy McGettigan, PhD
In his investigation of poverty and homelessness, Timothy McGettigan discovered that since the passage of Amendment 64, poverty has neither increased nor decreased in Pueblo. Poverty rates are persistently higher in Pueblo than in the rest of Colorado. Thus far, legal cannabis has neither reduced, nor increased poverty disparities between Pueblo and more affluent Colorado counties.
There is evidence that homelessness has increased in Pueblo in recent years. The 2017 Point in Time Study indicates that Pueblo has much higher rates of homelessness than other Colorado counties. Some have argued that legal cannabis is the cause of exploding rates of homelessness in Pueblo, but there is no scientific evidence to support that argument.
Counterintuitively, Colorado’s economic boom may itself be the cause of increases in homelessness. Front Range wages have not kept pace with the cost of living and hourly wage earners are having a difficult time affording shelter. Also, while homelessness among military veterans has been decreasing all across the US, it has been increasing in Colorado. This might be due to veterans who are migrating to Colorado to obtain legal cannabis as a PTSD medication.
Cannabis refugees have a real but unknown impact on homeless statistics in Pueblo. Cannabis refugees are people who cross state lines to acquire cannabis to treat their own or loved ones’ illnesses. The enduring federal prohibition on cannabis is the root cause of homeless cannabis refugees.
The most significant cause of homelessness in Pueblo is Black Hills Energy. In 2016 alone, Black Hills Energy disconnected utilities to more than 7,000 Pueblo homes. "It's the number one reason families are becoming homeless in our community," explained Posada director Anne Stattelman.
3 - Education, Tim Peters and Colleagues
The K12 Cannabis Study was initiated to find answers to questions related to K-12 education raised by the legalization of recreational cannabis in Colorado and in particular, Pueblo County and southern Colorado. Four areas of inquiry were studied. The first was a secondary data analysis of high school student use of, and perceptions towards, cannabis that compared changes in use and perceptions from 2013 to 2015 between communities in south central Colorado that permitted recreational cannabis sales and those communities that did not permit these sales. The second area is a descriptive study of regional administrators regarding marijuana prevention education efforts and policies within the school districts. The third is a pilot study to test a marijuana education curriculum, and the fourth, is planning and preparation activities to support restorative justice practices around marijuana offenses in Pueblo County Schools. The following report is organized into the four areas of inquiry and each will describe more fully the background, methods, results and conclusions of the individual efforts.
4 - Jobs, Brad Gilbreath, PhD and Patrick Radigan, PhD
This study focuses on the quality of jobs in Pueblo County’s hemp- and marijuana-related businesses. The study draws upon the work of job-quality researcher Arne Kalleberg to construct a thorough assessment of whether the legal cannabis industry is creating good jobs. Job quality will be assessed both objectively and from the perspective of those working in the industry. Our study is one of the first to explore the concept of job quality in the cannabis industry.
Other factors influencing job quality include hours of work, future prospects (promotion and job security), how hard or difficult the job is, job content (interest, prestige, independence), interpersonal relationships (Clark, 1998), and supervisor behavior and management practices (Seltzer & Numerof, 1988; Gilbreath & Benson, 2004). We plan to assess all of those factors in our study of job quality in the cannabis industry.
5 - Crime and Prison Populations, Jennifer Schlosser, PhD
Controversy continues to surround legalized cannabis in Colorado, and Pueblo County. The data presented here were gathered through a working relationship with the Pueblo County Sheriff’s Department and the City of Pueblo Police Department. The data include statistical information on various crimes conducted from 2010-2017 as well as the results of 20 individual interviews with city police officers.
In 2013, the Cole Memo stated that the Federal Government would not challenge Colorado’s ability to regulate the retail sale of marijuana under the condition that “state and local governments would implement strong, effective regulatory and enforcement systems to address public safety, public health, and other public interests” (Blake & Finlaw, 2014). In response, David Blake the Deputy Attorney General for Legal Policy and Government Affairs in Colorado and Jack Finlaw, the Chief Legal Counsel for Colorado Governor John Hickenlooper outlined in a report for the Harvard Law and Policy Review (2014) the issues that Colorado continues to face after legalization. Their report lists many questions, potential problems, and issues that states considering decriminalizing marijuana will face. As will be shown in this report, these agencies are expected to uphold both state and federal law in the maintenance of public safety, but are provided with little financial support and even less regulatory clarity.
6 - Public Health & Health Care System, Joe Franta, PhD, and Colleagues
(No report yet)
7 - Community Attitudes, Carol L. Langer, PhD, Fawn-Amber Montoya, PhD, and Maria A. Trujillo
Religion and Marijuana
Over the last few years, many states have changed their laws regarding the use of medicinal and recreational marijuana. These changes in legislation have increased the legal availability of marijuana. The purpose of this study is to examine whether or not a person’s religious beliefs and background have any correlation with their views on the use of medicinal and/or recreational marijuana.
Multiple studies have secured findings that support the notion that regular church attendance and a sense of security in religious beliefs were factors that contributed to whether or not an individual was likely to participate in the consumption of marijuana and other substances. The data in this study showed that 38% of church members reported trying marijuana, and 18% of church members reported using the substance more than six times in a month. In comparison, 47% of nonmembers reported trying marijuana at least once, while 25% reported using the substance more than six times in a month. This same study found that members of the Church of the Latter Day Saints had the lowest percentage of young members trying or being heavy users of all substances. Participants who were from the Episcopal and Presbyterian churches had the next lowest percentage of using marijuana heavily. The study showed that the fundamentalist religions and the most proscriptive of religions proved to be most effective in preventing the use of alcohol and substances, such as marijuana. The more liberal and prescriptive religions proved to be next most effective in preventing the use of marijuana.
8 - Community Attitudes, Colleen Hackett, PhD
Parenting Practices, Attitudes, and Marijuana Education
Abstinence-based approaches are the prevailing ideology behind many drug education programs and mainstream messaging about illicit substances. Given that more than half of high school students are likely to experiment with drugs of any type, abstinence-based educational approaches are clearly not working (MTF 2014). Though this report is not an endorsement of teenage cannabis use, it does borrow from the latest drug education literature that attempts to stray from scare tactics and zero-tolerance approaches and to adopt a “smart” framework instead.
The following study starts with the research question: How are parents in Pueblo County talking to their teenage children about marijuana in a state that has legalized marijuana? This research intends to explore what parents’ general views on marijuana and cannabis products are, while additionally documenting what – if anything – parents teach their teenage child or children about marijuana. The study explores whether parents are adhering to an abstinence-only model, or if they are choosing to stray from traditional educational tactics.
9 - Impacts on Social Services, Arlene Reilly-Sandoval, PhD
In the past five years, laws centered around the possession, sale, and transfer of medicinal and recreational cannabis have changed drastically. This social impact study looked at the effect of cannabis legalization within the CPS system in Pueblo County, Colorado. The subject of cannabis legalization and child welfare is multi-faceted, and further complicated by issues such as poverty, unemployment, homelessness, availability of safety net benefits, and mental health challenges that are experienced by families referred to Pueblo County DSS for services.
In November of 2012, Colorado voters passed Amendment 64, allowing the recreational use of cannabis, and the sale of recreational cannabis in Colorado began in January 2014. The impact of cannabis on children has been a matter of major concern in the discussion of legalization of medical and recreational cannabis. The Colorado Department of Public Safety (2016) found that the trend for students reporting first use of marijuana has gradually declined in the past two survey administrations by about 6 percentage points (CDPS, 2016). Pueblo County had the highest incident in Colorado of high school and middle school youth reporting using marijuana in the last 30 days, with 32.1% and 22.8% respectively (CDPS, 2016). While the Colorado Department of Human Services Trails data does not track specific drugs or alcohol issues experienced by families referred to the agency, the Child Health Survey found that “…of parents with children ages 1-14, 4% reported using marijuana in the past month, and 7% reported having marijuana in the household” (CDPS, 2016, p. 71).
Currently, there is a lack of research on the specific topic of the impact of legalizing cannabis has on children and families in the CW System, such as how referrals and investigations are affected, the availability of treatment options, the education and training of caseworkers handling cases involving legal cannabis, and how to manage CW cases when the primary caregiver is using legal cannabis. More research is needed on these important topics.
Additional Reports from Impact Study Principal Investigators
1 - Energy & Water, Jane Fraser, PhD, and Leonardo Bedoyavalencia, PhD
Practices and opinions vary about the growth of cannabis. The industry is far from having established best practices to minimize the use of inputs such as water and electricity. A preliminary finding, based on interviews with six people involved in cannabis production, is that cannabis can be grown indoors with ½ gallon per plant per day; outdoor grows use more water. Energy use varies widely and interviews are continuing to determine the range of practices and usage. A Systems Dynamics model with seven sectors (demographics, housing, attractiveness, land use, business attractiveness, energy, and water) has been developed to analyze the region's energy and water demand variation when a new supply chain system in introduced.
We report on preliminary findings of a study of the impact of the legalization of cannabis on water and energy use in Pueblo County. First, we studied how much energy and water are needed to grow cannabis. Second, we created a systems dynamics model to project the effects under different scenarios.
2 - Economic Impacts, Aun Hassan, PhD, and Mike Wakefield, PhD
No report yet.
3 - Hemp Buffer Zones, Brian Vandenheuvel, PhD
Hybridization of High THC Cannabis (Marijuana) with Low THC Cannabis (Hemp) can result in crop loss for both growing operations. If genes that promote high levels of tetrahydrocannabinol (THC) are transferred by pollen from High THC Cannabis to Low THC Cannabis, the resulting seed could result in subsequent generations of plants that test over the permitted THC limit, requiring the crop to be destroyed and result in large investment losses (Small and Antle 2003). This is probably a less frequent occurrence because High THC Cannabis growers and Low THC Cannabis growers who are producing crops for cannabidiol (CBD) production normally eliminate male plants, or grow female clones, and the extent to which pollen from High THC or High CBD Cannabis cultivation represents a large pollen source is unknown and probably minimal. On the other hand, pollen from Low THC Cannabis hybridizing with High THC or High CBD Cannabis cultivation who depend on unfertilized flowers for their product is a major concern, as fertilized flowers and seed production in the High THC or High CBD production fields will significantly reduce the value of the crop. Both Low THC Hemp growers (industrial hemp) and High THC or High CBD growers are faced with a perennial problem of ensuring that their plants are adequately protected from contaminating pollen.
... Second order outcomes concern, in particular, effects on the quality of work from the viewpoint of workers. Established outcomes indicators for job quality include, apart from levels of pay/remuneration, job satisfaction and the existence of negative impacts on worker health [4]. ...
In order to contribute to a better understanding of the phenomenon of New Collaborative Work Environments (NCWEs), it appears necessary to exploit earlier approaches which have been developed, often in isolation from each other, for analysing phenomena such as tele-working/tele-commuting, mobile eWork, computer supported collaborative work (CSCW), virtual teamwork, virtual organisations, and other ICT-based new patterns of how to organise labour in time and space. These approaches need then to be
integrated in a holistic way.
This paper attempts to sketch a conceptual approach towards analysing real-world applications of NCWEs and their impacts on main stakeholder groups. It also make suggestions about the way forward for developing a measurement and benchmarking framework to be applied at regional or national level with the purpose of underpinning effective policy-making.
... These questions are in tune with the measures of job satisfaction quality that probably seem to be useful predictors of future labor market behavior, more particularly in public sector organizations. Employees decisions about whether to work or not, what kind of job to accept or stay in, and how hard to work are all likely to depend in part, upon the worker's subjective evaluation of their work, in other words on their job satisfaction, Clark (1998). ...
... These questions are in tune with the measures of job satisfaction quality that probably seem to be useful predictors of future labor market behavior, more particularly in public sector organizations. Employees decisions about whether to work or not, what kind of job to accept or stay in, and how hard to work are all likely to depend in part, upon the worker's subjective evaluation of their work, in other words on their job satisfaction, Clark (1998). We thus attempt to answer such questions with reference to Gamma Electronics Ltd. ...
... Bunlar, belirli çevresel ve organizasyonel şartlar (örneğin, organizasyonel değişimler ve iletişim), çalışanın bireysel ve pozisyonel özellikleri (örneğin, yaş, cinsiyet, sosyo-ekonomik statü, iş akdi çeşidi) ve çalışanın kişilik özellikleridir (örneğin, benlik değeri, kontrol odağı, negatif duygudurum) ( Blackmore, 2011: 6;Dığın & Ünsar, 2010: 135;Dursun & Bayram, 2013: 23). Clark (1998), 13727 çalışanı dâhil ettiği araştırmada "iyi bir iş" algısını oluşturan etkenler arasında ilk sırada iş güvencesinin (%55,3) olduğunu tespit etmiştir ( Bustillo & Pedraza, 2007: 8). Samuel ve Chipunza (2009) iş güvencesi ile çalışanları elde tutma arasında güçlü bir ilişki olduğunu saptamışlardır (Olabimitan Benjamin, Ilevbare Femi & Alausa Waheed, 2012: 72). ...
The aim of this study is to research the relationship between job insecurity and workplace procrastination. Job insecurity was examined with importance of total job changes and probability or likelihood of change to total job. Workplace procrastination was investigated with behavioral procrastination and decisional procrastination aspects. It was used the survey as data acquisition tool and the questionnaires were administered to employees of the service industry. The research results showed that there is a positive significant relationship between job insecurity and workplace procrastination and there are positive effects of dimensions of job insecurity on behavioral procrastination and decisional procrastination.
Emotional intelligence is a human capacity (to perceive, understand, and manage emotions) that has an important impact on individual's personal, professional, and social life, and contributes to their growth, well-being, and success. This chapter examines the specific role of emotional intelligence in the formation of basic and necessary skills and characteristics of leaders and in the exercise of effective leadership, as an element of organizational behavior, which drastically affects the attitudes, perceptions, performance of human resources, diffusing positive results throughout the organization. Its utility in management and in HRM, i.e. in development and cultivation of EI in the managers of organizations, in applying EI-based criteria in the selection of staff and managers, in the design of training and education programs and, overall, in the training of people-centered and qualitative management and leadership that will lead people and organizations to growth and success, was substantiated, as well.
Статья посвящена анализу состояния научного дискурса по проблемам дестандартизации занятости под влиянием текущих макрошоков, формируемых усиливающимся международным санкционным давлением на Россию. Данными для анализа выступили полученные авторами статьи материалы от спикеров, презентовавших результаты своих научных исследований на международной академической дискуссии «Дестандартизация занятости в условиях переформатирования экономики» 16 марта 2023 г. в рамках VII Санкт-Петербургского международного форума труда. Для проверки гипотезы о том, что академическое дискуссионное поле эластично отвечает на текущие изменения конъюнктуры, проведён анализ представленных докладчиками текстов методом рейтингования специфических для обсуждаемой темы слов по частоте их использования. Для оценки динамики изменений академического дискуссионного поля данные за 2023 год сопоставлены с данными схожей дискуссионной площадки Форума труда 2022 года. Показано, что исследователи продолжают поддерживать широкий спектр вопросов в рамках темы дестандартизации занятости, включая вызовы в сфере труда; оплату труда; качество трудовых ресурсов; уровень жизни домохозяйств работников; качество трудовой жизни и удовлетворённость работой; дистанционную занятость; городскую и сельскую занятость. Дискуссионное поле (на примере академической дискуссии в рамках Форума труда) в целом эластично реагирует на данные изменения конъюнктуры. При отсутствии прямого упоминания военной операции и санкций исследователи ввели их как факторы, переменные, условия своих продолжающихся исследований. Также в статье приводятся предложения участников академической дискуссии в Программный комитет Форума труда
This study analyzes the effects of each of three dimensions of job quality on organizational commitment and job satisfaction. The interactions between job quality and socioeconomic status also are examined to understand the relationship between job quality and organizational commitment and job satisfaction. This study found that all three dimensions of job quality – quality of income, job security, and working environment – have linear effects on organizational commitment and job satisfaction. In addition, the relationship between job quality as a whole and organizational commitment and job satisfaction varies depending on socioeconomic status. This study showed the dual role of socioeconomic status in that the relationship between job quality and organizational commitment and job satisfaction is more accelerated for workers with high socioeconomic status, while the effects of job quality and socioeconomic status on organizational commitment and job satisfaction offset each other where job quality is lower than average.
This study interrogates the Work Orientation module of the International Social Survey Programme (ISSP) across three waves (1997, 2005 and 2015) to understand the job values of New Zealanders. It finds that men and women are more similar than different in their job values, that full‐timers are more concerned with income and career prospects than part‐timers, and that higher education tends to raise expectations of having an interesting job and a high level of pay. New Zealanders have become somewhat more altruistic at work, confirming the image of the ‘helpful Kiwi’, but their job values have not shifted much across these surveys and are similar to those of employees in other developed countries. The broad pattern is that a vital extrinsic factor, job security, and the intrinsic quality of work out‐rank the value of the extrinsic factors of high income and career prospects for New Zealanders.
Previous research has established that low-wage earners have on average lower job satisfaction. However, several studies have found personal characteristics, such as gender, age and educational level, moderate this negative impact. This article demonstrates additional factors at the household level, which have not yet been empirically investigated, and which may exacerbate gender differences. The authors analyse the job satisfaction of low-wage earners depending on the contribution of individual earnings to the household income and on household deprivation using the 2013 special wave of the EU-SILC for 18 European countries. The study finds that single earners in low-wage employment report lower job satisfaction whereas low-wage employment does not seem to make a difference for secondary earners. Furthermore, low-wage earners' job satisfaction is linked with the ability of their household to make ends meet.
Les nouvelles modalités d’encadrement de la psychothérapie (NMEP), entrées en vigueur en 2012, définissent la psychothérapie et réglementent son exercice. Elles font en sorte que la majorité des travailleurs sociaux ne peuvent plus la pratiquer. Puisqu’il existe certains chevauchements entre le travail social et la psychothérapie, l’impact des NMEP sur les travailleurs sociaux a été examiné à l’aide d’un questionnaire, auquel ont répondu 74 travailleurs sociaux québécois. Les résultats indiquent que les NMEP ont eu un impact différencié sur les participants ayant un permis de psychothérapeute, ceux n’en ayant pas et ceux ayant tenté de l’obtenir.
Il volume illustra i contributi al dibattito sulla qualità del lavoro che l’Isfol ha prodotto negli ultimi trent’anni. L’interesse dell’Isfol per tale filone di ricerca è nato già dall’inizio
degli anni 80, e ha acquistato un nuovo impulso negli ultimi dieci anni, con l’avvio di un’indagine campionaria a carattere ricorrente, giunta ormai alla terza edizione: ed è proprio in vista della presentazione dei risultati dell’indagine più recente che si è voluto fare il punto sull’evoluzione della ricerca Isfol sulla qualità del lavoro, evidenziandone in questo volume i riferimenti teorici, gli ambiti tematici, la metodologia e i risultati principali.
This paper examines the factors affecting working women’s and men’s overall happiness, job satisfaction and income satisfaction levels and the association between these means of happiness. Women and men, who are satisfied with their workplace relations relative to those who are not, are more likely to report that they are satisfied or very satisfied with their life, job and income. Women’s job and income satisfaction and men’s all three means of happiness are more likely to be high for those who received a pay rise last year. The strongest correlation is observed between job and income satisfaction for both women and men, which is slightly stronger for women that challenges the arguments on women’s financial motivation to be not as strong as men at work. Findings support the spillover hypothesis: it is observed pairwise between all three components of happiness.
Disaster responders work to ensure the safety and security of communities during emergencies. However, understanding the job satisfaction of disaster responders in the Philippines has not yet been thoroughly analyzed as a subject of research in the field of organization studies.
The study examined the job satisfaction of disaster responders mobilized by the National Disaster Risk Reduction and Management Council (NDRRMC) during the Asia-Pacific Economic Cooperation Economic Leaders’ Meeting held on 18 to 19 November 2015 in Pasay City. Using Frederick Herzberg’s Two-Factor Theory as the framework, it analyzed how motivation, hygiene, and demographic factors affect the job satisfaction of disaster responders.
Findings revealed that the job satisfaction of disaster responders is positively affected by recognition, responsibility, and relationship with peers, but negatively affected by age. Furthermore, there are more motivation factors significant than hygiene factors. Notably, the significant job satisfaction factors contribute to the innate desire of disaster responders to help others in times of emergencies. Therefore, the study confirms the assumption of the Two-Factor Theory that motivation causes job satisfaction. As recommendation, the NDRRMC should integrate the significant job satisfaction factors in government policies and programs to better ensure the contentment of disaster responders.
Employee motivation and continual productivity largely come from employee job satisfaction. The concept of job satisfaction in the workplace is still a burning and researching issue in the field of Human Resource Management (HRM) and Organizational Behavior. This research aims at describing employee perceived experience on HRM practices of three sectors within commercial banks in Bangladesh and their linkage with employee job satisfaction. A cross-sectional survey has been conducted on 150 employees at 30 bank branches by a structured self-administered questionnaire. Independent and dependent variables were measured by the Five-Point Likert-Type scale. Various statistical measures and tests like descriptive statistics, Duncan's Multiple Range Mean test, correlation and multiple regression analysis were conducted too for the expected findings. Results proved that seven HRM practices out of nineteen e.g., training and development, creativity and innovation, benefits and services, manpower planning, promotional opportunity, the attitude of management, and work environment were found to be significant as predictors to banks' employee job satisfaction and no distinct HRM practice was found as a significant predictor of job satisfaction for all three categories of the bank. So, the policymakers of commercial banks should consider these HRM policies and practices for employee better job satisfaction. JEL Classification: M54, M55
Asians work much longer hours than other developed countries. OECD’s Your Better Life Index shows Japan and South Korea rank lowest in terms of percentage of employees working very long hours. It is said Japanese are workaholics. However, is it true that Japanese love to work?
An online survey shows Japanese young workers (n=8081) allocated most of their time to their work. They spent 9.03 hours for work, 1.29 hours for commuting, 1.20 hours for housework, 0.52 hours for caring other family members, 6.63 hours for sleep and 5.34 hours for free time and other activities on average per day. If workers work longer hours, they have shorter time for free time, housework and caring. As for job satisfaction, 35% of the workers expressed dissatisfied. In addition, on average, their job satisfaction was lower than other daily activities.
In this circumstance, Japanese workers’ optimum time allocation for maximizing their job satisfaction was calculated. After controlling other factors such as gender, condition for work place and psychological depression, the result confirms that Japanese young workers are not workaholics and they prefer to work shorter than now (around 6 hours per day). Work-life balance is much more important than before. When business executives run a business, they should recognize this fact.
The main aim of the study is to determine the job satisfaction of employees in Infosys. It includes determining various parameters that influence job satisfaction and also the present level of satisfaction of the employees. To understand employees perceptions about the job and come up with recommendations for the company to improve the level of job satisfaction. The method used to perform the study was a Job Satisfaction Questionnaire. The questionnaire consisted of various sections like personal details, working conditions related questions, salary and promotion opportunities related questions, work relationships and skills and abilities related questions and questions on role performed. The questionnaire was circulated in various project teams at Infosys and also the respondents belonged to various designations. The findings were that employees at Infosys valued work relationships and healthy working conditions the most when it came to job satisfaction. Closely followed were salary, other benefits and opportunities to learn new skills. Regarding working conditions the employees were satisfied with the number of hours spent at office, current location, sick and paid leaves but were dissatisfied with the flexibility at the job. Regarding salary and opportunities for promotion the employees were dissatisfied, however on the parameters of job security, other benefits and recognition for work the employees were satisfied. The results observed suggested that the company should look towards building a long term relationships with the employees by rewarding the deserving employees and providing them with the compensation that is as per industry standards. Surveys should be conducted to understand what is most important to the employees and where the company is lacking in building a healthy relationship with its employees.
Teachers' job satisfaction is of utmost important as it has directly impact on students' academic achievement and their future career. This study aimed at describing the effect of teachers' job satisfaction on their organizational commitment and job performance in the remote state elementary schools of Merauke District, Papua, Indonesia. Two problem statements guided this study as folows: (a) does teachers' job satisfaction have a positive and significant effect on their organizational commitment in the remote state elementary schools of Merauke District, Papua?; and (b) does teachers' job satisfaction have a positive and significant effect on their job performance in the remote state elementary schools of Merauke District, Papua? Three quantitative questionnaires were administered to 105 teachers who are samples, purposively drawn from amongst 117 remote state elementary schools' teachers of Merauke District, Papua. Results of the study revealed a positive and significant effect of teachers' job satisfaction on both their organizational commitment and job performance in the remote state elementary schools of Merauke District, Papua. The results of this study might be worthwhile for the school principals and the educational policymaker at local government level as well to take some strategic steps of improving teachers' job satisfaction in order to promote their organizational commitment and, in turn, to enhance their job performance in the remote state elementary schools of Merauke District, Papua.
The consideration of ecological and social impacts of supply chains is becoming a pressing issue and a competitive advantage for companies. Therefore, sustainability-related aspects have to be identified and integrated into supply chain management to allow for sustainable performance measurement. However, the widely recognized Supply Chain Operations Reference (SCOR) model and its extensional Green SCOR model do not comprehensively address the triple bottom line (TBL) of sustainability, i.e., the interplay of the economic, environmental, and social dimensions, especially because social aspects are neglected so far. Furthermore, the ecological metrics are mainly output oriented, thereby omitting input factors that are crucial to environmental performance. Against this background, this chapter (1) elaborates on literature concerned with the integration of the TBL of sustainability into supply chain management processes and (2) develops a conceptual framework to match sustainability metrics to the SCOR processes. On the one hand, the resulting conceptualization contributes to closing the current research gap on the integration of sustainability metrics into supply chain process models, and on the other hand, it alleviates practice application through compatibility with the standardized SCOR model. It is found that environmental metrics can be directly related to existing SCOR process elements, while social metrics are more difficult to integrate. Nevertheless, the research presented should subsequently be subject to empirical validation and formal mathematical modeling to shed light on holistic sustainability performance measurement of supply chains.
In this introductory chapter, Scillio situates his study of career security. He outlines why the issue of security in relation to career is so important today. One key reason is that work is undergoing profound changes in developed western countries, like Australia, the United States and the United Kingdom. Careers are becoming more fragmented, uncertain and precarious. At the same time, paid employment continues to be a necessary and dominant activity in the lives of citizens, as well as a moral imperative. In addition, people increasingly want multiple things from their work, including personal meaning and fulfilment. Scillio introduces the idea of career stories – the personal narratives that individuals use to make sense of their work experiences and trajectories. Drawing on Giddens’ notion of ontological security, the study is set up as an exploration of the idea that individuals’ sense of career security depends on their ability to maintain a good career narrative. Scillio then provides a rationale for the design of the qualitative study. It is based on in-depth life-story interviews with individuals in the middle of their work lives, who are tertiary educated, and who live in Melbourne.
Work is an activity in which a person engages himself to pay, to make a living or to earn money. Work is the source of self-respect and a way of achieving recognition or respect from others. The present study aims at the assertion of Job Value by the police officers about their job. The study is conducted in Mysore, using Dr. Seema Sangi's Job Value Questionnaire with a sample size of 50. The study revealed the following results. 50.8% have said financial benefit is moderate, whereas 21.6% are unsatisfied by the financial benefit given to them though they their work time and conditions are not constantly and full of dangers. 29.2% of respondents believe that overall development is low, about 18.4% of respondents believe that they have a good opportunity for development. Causal factors like pay, Verbal Recognition, Working Condition, Supervisors and Subordinates interference, Organization have its effect on job satisfaction; above all the job adjustment and satisfaction will be the reflection of training when effective training is provided to a person he/she will not have to face any job hazards.
Paid employment has a substantial impact on the well-being of most adults. This chapter examines the nature of employee well-being and the key features of jobs and people that affect well-being. The proposed framework distinguishes between feelings that are context-specific (e.g., satisfaction with one's job) and those that are context-free (e.g., life satisfaction). Three principle axes for the measurement of both forms of well-being are described, ranging from displeasure to pleasure, from anxiety to comfort, and from depression to enthusiasm. Ten key job features have been found to be associated with these axes of employee well-being. Stable personality dispositions, in terms of trait negative affectivity and trait positive affectivity, are also shown to be important, as are sociodemographic features such as age and gender. The research reviewed indicates that greater employee well-being is significantly associated with better job performance, lower absenteeism, reduced probability of leaving an employer, and the occurrence of more discretionary work behaviors. However, well-being is only one influence on these measures; other organizational and individual factors also have substantial impact. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study investigated the relative effectiveness of realistic job previews (RJPs) and job enrichment as turnover reduction strategies. A thorough literature search located 20 experiments (N = 6,492) dealing with attempts to reduce turnover in field settings. Several meta-analysis techniques were applied to these experimental studies. Results indicate that variation in the outcomes of job enrichment studies can be attributed to sampling error alone, whereas variation in the outcomes of RJP studies cannot. A search for moderators in the latter case revealed moderate support for the notion that task complexity affects RJP outcomes. Furthermore, the meta-analyses indicate that job enrichment interventions are about twice as effective at reducing turnover as RJPs, the former yielding an average phi coefficient of .17 and an approximate effect size (d) of .35. Based on the calculated effect sizes, estimates of savings from turnover reductions are provided.
This paper attempts to test the hypothesis that utility depends on income relative to a ‘comparison’ or reference level. Using data on 5,000 British workers, it provides two findings. First, workers' reported satisfaction levels are shown to be inversely related to their comparison wage rates. Second, holding income constant, satisfaction levels are shown to be strongly declining in the level of education. More generally, the paper tries to help begin the task of constructing an economics of job satisfaction.
This article uses various micro data sets to study entrepreneurship. Consistent with the existence of capital constraints on potential entrepreneurs, the estimates imply that the probability of self-employment depends positively upon whether the individual ever received an inheritance or gift. When directly questioned in interview surveys, potential entrepreneurs say that raising capital is their principal problem. Consistent with the authors' theoretical model's predictions, the self-employed report higher levels of job and life satisfaction than employees. Childhood psychological test scores, however, are not strongly correlated with later self-employment. Copyright 1998 by University of Chicago Press.
Conducted a study of 1,327 wage and salaried workers to determine whether the ecologically based inference that counterproductive behavior and drug use at work are symptoms of job dissatisfaction. There was a significant association between job satisfaction and self-reports of counterproductive behavior only among men 30 yrs old or older. Similar results were found for drug use at work.
Two questions are examined through an investigation of 1,686 people employed in a wide range of jobs. First, is there a U-shaped relationship between age and occupational well-being, such that medium-aged workers report lower well-being than do both younger and older people? That pattern is found, in relationship to both job anxiety-contentment and job depression-enthusiasm. Second, can the observed associations between age and well-being be accounted for by 13 potentially explanatory factors, covering job position, job characteristics, work values, demographic factors, and family life cycle? After introducing these variables into stepwise regression equations, age remains significantly predictive of job well-being. Possible additional explanations of this positive association include other characteristics, an increasingly retrospective focus, and nonoccupational experiences.
The study of age differences in job satisfaction is a useful focus for investigating the interplay among work, self, and family concepts as they produce changes in role outcomes during the life course. Using data from the 1972-73 Quality of Employment Survey as well as other data sets, we find that age is positively related to job satisfaction. A relatively substantial portion of these differences are explained by age variations in work values and job rewards. These findings are consistent with both cohort and job change explanations of age differences in job satisfaction. However, some of these age inequalities are not explicable on the basis of the variables in our model. Though some unknown portion of these age differences are undoubtedly due to compositional effects, we argue that they also partly reflect more general processes of aging and development.
Corruption in the public sector erodes tax compliance and leads to higher tax evasion. Moreover, corrupt public officials abuse their public power to extort bribes from the private agents. In both types of interaction with the public sector, the private agents are bound to face uncertainty with respect to their disposable incomes. To analyse effects of this uncertainty, a stochastic dynamic growth model with the public sector is examined. It is shown that deterministic excessive red tape and corruption deteriorate the growth potential through income redistribution and public sector inefficiencies. Most importantly, it is demonstrated that the increase in corruption via higher uncertainty exerts adverse effects on capital accumulation, thus leading to lower growth rates.
It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is U-shaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relationship, using survey responses from a large sample of British employees. For overall job satisfaction, satisfaction with pay, and satisfaction with the work itself, a strongly significant U-shape is observed. Ordered probit techniques, which take account of the ordinality of satisfaction data, are used to analyse the relationship between these forms of satisfaction and a large set of individual and job characteristics. Despite the inclusion of 80 control variables, significant coefficients persist for the age and age-squared variables (the latter representing the non-linear component). The paper thus provides strong evidence for a U-shaped relationship between age and job satisfaction. Furthermore, it is shown that a similar age pattern occurs for employees' context-free mental health, suggesting that both job satisfaction and context-free mental health are affected by non-job factors of life-stage and personal circumstances. The importance of changes in expectations with increasing age is emphasized.
This final chapter reviews the direct and indirect effects of the 2008 financial crisis on the project-finance market. From the 1980s until 2008, the use of project finance had continued to expand steadily around the world, only marginally affected by previous financial crises such as the Asian crisis of 1997, or the collapse of Enron in 2001. However the challenges now facing the project-finance market are greater in scale. Although banks’ credit losses on project-finance loans were not significant after 2008, liquidity of such loans has been a major issue, accentuated by the ‘Basel III’ requirements. The encouragement of non-bank lenders into the project-finance market, especially for infrastructure, has been a priority in the countries worst affected by declines in bank lending, and improving the credit risk of project-finance transactions is seen as a key part of this process. New models for project-finance structures may be relevant in a few market sectors. Having said this, the major rôle played by commercial banks in the project-finance market may diminish somewhat overall, and decrease considerably in some markets, but is unlikely to disappear. ¦
Keywords: financial crisis (2008); commercial banks; project finance; Enron; non-bank lenders; credit risk; bank lending; market developments. ¦
Copyright © 2014, 2002 YCL Consulting Ltd. Published by Elsevier Inc. All rights reserved. Full-text available at ScienceDirect.com
This paper develops a model, with assumptions similar to those of the linear model, for use when the observed dependent variable is ordinal. This model is an extension of the dichotomous probit model, and assumes that the ordinal nature of the observed dependent variable is due to methodological limitations in collecting the data, which force the researcher to lump together and identify various portions of an (otherwise) interval level variable. The model assumes a linear eflect of each independent variable as well as a series of break points between categories for the dependent variable. Maximum likelihood estimators are found for these parameters, along with their asymptotic sampling distributions, and an analogue of R (the coefficient of determination in regression analysis) is defined to measure goodness of fit. The use of the model is illustrated with an analysis of Congressional voting on the 1965 Medicare Bill.
By most objective standards, women's jobs are worse than men's, yet women report higher levels of job satisfaction than do men. This paper uses a recent large-scale British survey to document the extent of this gender differential for eight measures of job satisfaction and to evaluate the proposition that identical men and women in identical jobs should be equally satisfied. Neither the different jobs that men and women do, their different work values, nor sample selection account for the gender satisfaction differential. The paper's proposed explanation appeals to the notion of relative well-being, especially relative to workers' expectations. An identical man and woman with the same jobs and expectations would indeed report identical job satisfaction, but women's expectations are argued to be lower than men's. This hypothesis is supported by the finding that the gender satisfaction differential disappears for the young, the higher-educated, professionals and those in male-dominated workplaces, for all of whom there is less likely to be a gender difference in job expectations.
This article demonstrates that recent empirical investigations of the psychology of employee lateness, unauthorized absence, and voluntary turnover are methodologically flawed insofar as they have failed to consider systematically the range of plausible rival hypotheses necessary to enable causal inference. In particular they have neglected to examine whether or not their findings are attributable to the presence of either reverse causation or third factors. A set of specific minimum requirements are proposed to redress these weaknesses and used to guide the design and analysis of an empirical study, the results of which confirm the importance of this methodological issue. They are also of significance in their own right, pointing to the need for examination of the impact of behavior on affect. The article concludes that the generalized notion of "withdrawal" is misleading and argues for a redirection of research in this area both through methodological improvements and theoretical innovation. [ABSTRACT FROM AUTHOR] Copyright of Journal of Applied Psychology is the property of American Psychological Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
This paper examines the assoication between Canadian unions and their member' attitudes. Data on job satisfaction indicate that unionized workers in Canada are less happy with the quality of their jobs than non-union workers. The former, however, are more satisfied with their financial compensation and job security than non-members.
This study of workers' attitudes compares data from International Social Survey Programme (ISSP) surveys for former communist countries in Europe with ISSP data for Western countries over the period 1987-93, which covers the beginning of the transition to a market economy for the former communist countries. Consistent with their hypothesis that communist-run economies left an attitudinal "legacy," the authors find that the citizens of former communist countries evinced a greater desire for egalitarianism, less satisfaction with their jobs, and more support for strong trade unions and state intervention in the job market and economy than did Westerners. Over the course of the period studied, however, residents of the former communist European countries perceived sizable increases in occupational earnings differentials, and they adjusted their views of the differentials that "ought to" exist in their economies in the direction of greater inequality. (Abstract courtesy JSTOR.)
This paper uses data from ten waves of the German Socio-Economic Panel to examine the effect of wages and job satisfaction on workers' future quit behavior. Our results show that workers who report dissatisfaction with their jobs are statistically more likely to quit than those with higher levels of satisfaction. The cross-sectional distribution of job satisfaction responses thus contains information that enables us to predict workers' future behavior. This result is remarkably robust to specification changes and to estimation methods that account explicitly for unobserved heterogeneity. We find some evidence for males that wage changes are a better predictor of quits than wage levels, consistent with comparison effects stressed in the psychology literature.
The purpose of this paper is to examine these concerns and evaluate the use of job satisfaction (and other subjective variables) in labor market analysis. The main theme is that, while there are good reasons to treat subjective variables gingerly, the answers to questions about how people feel toward their job are not meaningless but rather convey useful information about economic life that should not be ignored. The paper begins with a brief description of the satisfaction questions on major worker surveys, and then considers the use of satisfaction as an independent and as a dependent variable. Satisfaction is shown to be a major determinant of labor market mobility, in part it is argued because it reflects aspects of the work place not captured by standard objective variable8. Satisfaction is also found to depend anomolously on some economic variables (such as unionism) in ways that provide insight into how those factors affect people.
Measures of Overall Job Quality Regressions: Sex, Age and Country Overall Job Satisfaction Job Quality Count Male -0
Source : 1989 International Social Survey Program Data
Table 6. Measures of Overall Job Quality Regressions:
Sex, Age and Country
Overall Job Satisfaction
Job Quality Count
Male
-0.092
-0.080
(0.026)
(0.028)
Working Time: Trends and Policy Issues
- Oecd Deelsa
OECD (1997b), "Working Time: Trends and Policy Issues", DEELSA, OECD, mimeo.
Is Job Insecurity on the Rise in OECD Countries?
OECD (1997a), "Is Job Insecurity on the Rise in OECD Countries?", OECD Employment Outlook.
Willem Adema and Marcel Einerhand No
- The Growing
- Of
- Private
- Benefits
- Submission
- The
- Employability Growth
- And
- Conference-London
No. 32 THE GROWING ROLE OF PRIVATE SOCIAL BENEFITS (1998) Willem Adema and Marcel Einerhand
No. 31 KEY EMPLOYMENT POLICY CHALLENGES FACED BY OECD COUNTRIES (1998) OECD
SUBMISSION TO THE G8 GROWTH, EMPLOYABILITY AND INCLUSION CONFERENCE -London, 21-
22 February 1998
Job Satisfaction, Wages and Quits: Evidence from German Panel Data
- A E Georgellis
- Y And
- P Sanfey
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