scholarly journals Job Quality in the Late Career in Sweden, Japan, and the United States

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 417-417
Author(s):  
Loretta Platts ◽  
Lawrence Sacco ◽  
Ayako Hiyoshi ◽  
Kevin Cahill ◽  
Stefanie König ◽  
...  
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Time Pressure ◽  
The United States ◽  
Job Quality ◽  
Mandatory Retirement ◽  
Quality Outcomes ◽  
Japanese Study ◽  
Younger Workers ◽  
Ex Post

Abstract This paper examines job satisfaction and psychosocial and physical job quality over the late career in three contrasting national settings: Sweden, Japan and the United States. The data come from an ex-post harmonized dataset of individuals aged 50 to 75 years constructed from the biennial Swedish Longitudinal Occupational Survey of Health (SLOSH, 2006–2018, n=13936 to 15520), Japanese Study of Ageing and Retirement (JSTAR, 2006–2013, n=3704) and the United States Health and Retirement Study (HRS, 2006–2016, n=6239 and 8002). The job quality outcomes were physical labour, psychosocial working conditions (time pressure, discretion, pay satisfaction, job security) and job satisfaction. Random effects modelling was performed with age modelled with spline functions in which two knots were placed at ages indicating eligibility for pensions claiming or mandatory retirement. Interestingly, in each country, post-pensionable-age jobs were generally less stressful, freer, and more satisfying than jobs held by younger workers.

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

scholarly journals Individual-Level Determinants of Employee Shirking

2005 ◽  
Vol 51 (3) ◽  
pp. 468-487 ◽  
Author(s):  
Timothy A. Judge ◽  
Timothy D. Chandler
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Health Care ◽  
Work Group ◽  
Well Being ◽  
The United States ◽  
Subjective Well Being ◽  
Negative Effects ◽  
Individual Level ◽  
Organization Level

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to organization-level influences. Neglected are individual differences that could explain why employees in the same organization or work-group might shirk. Using a sample of workers from the health care profession in the United States, the present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other indiuidual-level determinants of shirking. Results indicate that whites shirk significantly more than nonwhites, and that subjective well-being, job satisfaction, and age have significant, negative effects on shirking. The implications of these results are discussed.

Are all the parts there everywhere? Facet job satisfaction in the United States and the Philippines

2008 ◽  
Vol 26 (4) ◽  
pp. 681-700 ◽  
Author(s):  
Teresa J. Rothausen ◽  
Jorge A. Gonzalez ◽  
Andrea E. C. Griffin
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
The United States ◽  
The Philippines

Empirical Evidence on the Economic Impacts of Hotel Taxes

2021 ◽  
pp. 089124242110461
Author(s):  
Charles Swenson
Keyword(s):  
United States ◽  
Credit Ratings ◽  
The United States ◽  
The Other ◽  
Tax Rate ◽  
Ex Post ◽  
Level Data ◽  
Data Source ◽  
Dun And Bradstreet ◽  
Occupancy Rates

Tourist taxes are an important source of revenue for many governments. In the United States, all states impose them in the form of hotel/motel occupancy taxes, yet there is little ex post evidence as to whether such taxes affect occupancy rates. This study uses a precise establishment-level data source to examine California's varying rates by city, enabling powerful tests. The author finds that such taxes have negligible impacts on hotel sales and employment. On the other hand, hotels/motels operating in higher tax-rate cities tended to have more financial stress in terms of lower Dun and Bradstreet credit ratings.

scholarly journals Technological Revolutions and Stock Prices

2009 ◽  
Vol 99 (4) ◽  
pp. 1451-1483 ◽  
Author(s):  
Ľuboš Pástor ◽  
Pietro Veronesi
Keyword(s):  
United States ◽  
Equilibrium Model ◽  
Stock Prices ◽  
New Technology ◽  
Empirical Support ◽  
The United States ◽  
Internet Technologies ◽  
Ex Post ◽  
Ex Ante ◽  
High Uncertainty

We develop a general equilibrium model in which stock prices of innovative firms exhibit “bubbles” during technological revolutions. In the model, the average productivity of a new technology is uncertain and subject to learning. During technological revolutions, the nature of this uncertainty changes from idiosyncratic to systematic. The resulting bubbles in stock prices are observable ex post but unpredictable ex ante, and they are most pronounced for technologies characterized by high uncertainty and fast adoption. We find empirical support for the model's predictions in 1830–1861 and 1992–2005 when the railroad and Internet technologies spread in the United States. (JEL G12, L86, L92, N21, N22, N71, N72)

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