scholarly journals The determinants of job satisfaction in the Egyptian labor market

2019 ◽  
Vol 4 (1) ◽  
pp. 54-72 ◽  
Author(s):  
Asmaa Ezzat ◽  
Maye Ehab
Keyword(s):  
Job Satisfaction ◽  
Labor Market ◽  
Social Insurance ◽  
Job Characteristics ◽  
Hourly Wage ◽  
Panel Survey ◽  
Wage Level ◽  
Content Type ◽  
Monetary Compensation ◽  
Shed Light

Purpose This paper aims to analyze the determinants on job satisfaction in the Egyptian labor market, using Egypt’s Labor Market Panel Survey (ELMPS), the wave of 2012. Design/methodology/approach Several determinants are analyzed including the wage level, the paid and sick leaves, the medical and social insurance, job stability among other individual and job characteristics. To this end, an ordered logit model is estimated to assess the significance of these different variables as determinants for job satisfaction. Findings The empirical findings indicate that wages and stability are major determinants for job satisfaction for the sample of wage workers. However, the results change according to gender; the hourly wage level affects men’s level of job satisfaction, while it does not affect that of females. Furthermore, the job satisfaction of women is determined more by the job characteristics rather than the monetary compensation. Social implications The empirical findings shed light on the importance of formalizing jobs, as it has an effect on the level of job satisfaction of both women and men. Originality/value To the best of the authors’ knowledge, this is the first paper to examine the determinants of job satisfaction for wage workers in Egypt using the ELMPS data.

Power distance and its moderating role in the relationship between situational job characteristics and job satisfaction

2015 ◽  
Vol 22 (1) ◽  
pp. 68-89 ◽  
Author(s):  
Sven Hauff ◽  
Nicole Richter
Keyword(s):  
Job Satisfaction ◽  
Meta Analysis ◽  
Power Distance ◽  
Job Characteristics ◽  
Driver Model ◽  
Content Type ◽  
National Differences ◽  
National Power ◽  
The Individual ◽  
Moderating Role

Purpose – Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction. Design/methodology/approach – The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations. Findings – The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts. Originality/value – The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

Unemployment outflows: the relevance of gender and marital status in Italy and Spain

2014 ◽  
Vol 35 (5) ◽  
pp. 594-612 ◽  
Author(s):  
Chiara Mussida ◽  
Enrico Fabrizi
Keyword(s):  
Marital Status ◽  
Design Methodology ◽  
Geographical Area ◽  
International Comparisons ◽  
Panel Survey ◽  
Labour Mobility ◽  
Content Type ◽  
Status Differences ◽  
Shed Light

Purpose – The purpose of this paper is to shed light on transitions from the state of unemployment to that of employment and of inactivity in Italy and Spain. Design/methodology/approach – First, the paper investigates the determinants of unemployment outflows in these two Mediterranean labour markets. Then, the paper examines discrepancies and similarities between specific outflow determinants, especially the interactions between gender and marital status, by comparing results obtained across countries. Findings – The findings of the paper suggest that gender and marital status influence the probability of unemployment outflows in both countries, although not in the same way, especially with reference to marital status. Discrepancies also emerge in relation to the role of geographical area of residence. Originality/value – International comparisons of unemployment outflows are rather new in the literature, and as far as we know none have been performed using European Union Statistics on Income and Living Conditions data. Further, although studies quite often examine the issue of gender-related labour mobility using the European Community Household Panel survey that took place in the 1990s (Arulampalam et al., 2007; Garcia Pérez and Rebollo Sanz, 2005; Theodossiou and Zangelidis, 2009), one of the main contributions of this paper is that it provides a systematic examination of the issue, considering the influence of gender and marital status differences on patterns of unemployment outflows to employment and inactivity.

The influence of job characteristics on IT and non-IT job professional’s turnover intentions

2015 ◽  
Vol 34 (6) ◽  
pp. 715-728 ◽  
Author(s):  
Aareni A Uruthirapathy ◽  
Gerald G. Grant
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Small Sample ◽  
Advisory Group ◽  
Shared Services ◽  
It Professionals ◽  
Job Outcomes ◽  
Content Type ◽  
Intentions To Leave

Purpose – Information technology (IT) professionals and their intentions to leave an organization have been studied by researchers; however, these studies do not compare the turnover intentions of IT professionals with non-IT professionals from the same institution. The purpose of this paper is to examine how IT and non-IT job professionals relate to motivational and social job characteristics and their impact on job satisfaction, job performance and turnover intentions. Design/methodology/approach – Data were collected from IT-shared services employees through a survey and quantitative analyses were performed. Findings – Among the motivational job characteristics, IT professionals experienced greater task significance than the non-IT job holders. With social job characteristics, IT professionals had greater outside interaction than the non-IT professionals. However, the non-IT professionals had greater intentions to leave the IT organization than the IT professionals. Additionally, the study examined the differences of the job characteristics and job outcomes among transactional, transformational, and professional advisory work groups. The professionals and advisory group differed from the other groups in terms of feedback from the job, job satisfaction, and turnover intentions. Research limitations/implications – The findings are based on a small sample. However, it highlights some unique differences in how IT and non-IT job occupants perceive job characteristics and job outcomes. Originality/value – This study compares job characteristics and job outcomes of IT and non-IT job occupations in the same IT work environment.

scholarly journals Employment Trajectories and Later Employment Outcomes for Mothers in the British Household Panel Survey: An Analysis by Skill Level

2013 ◽  
Vol 43 (1) ◽  
pp. 87-108 ◽  
Author(s):  
KITTY STEWART
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Human Capital Theory ◽  
Hourly Wage ◽  
British Household Panel Survey ◽  
Panel Survey ◽  
Highly Qualified ◽  
Work History ◽  
Capital Theory ◽  
Employment Trajectories

AbstractThis article explores the association between mothers’ involvement in paid employment when their children are young and their later employment prospects. Using 17 waves of the British Household Panel Survey (1997–2007), it examines the employment trajectories of 954 women for the decade after the birth of their youngest child, asking two main questions. Do mothers who enter or return to work tend to remain in employment? And do wages and job satisfaction further down the line (when the youngest child reaches ten years old) reflect the pathway taken? The article focuses in particular on differences between women with higher- and lower-level qualifications. Mothers are found to be following a variety of employment pathways, with instability relatively common: more than one in three move in and out of work over the period, and this movement is just as common among mothers with higher levels of qualifications as among those with only GCSE-level qualifications or none at all. A stable – and longer – work history is associated with increased wages later on, but the benefits are greater for women with higher levels of qualifications, as might be predicted by human capital theory. Women who were more highly qualified and who moved in and out of work over the decade had an hourly wage when their youngest child was ten which was 31 per cent lower than similar women with a stable work history; for women with few or no qualifications the corresponding figure was 10 per cent and statistically insignificant. For both groups, job satisfaction at the end of the decade was unrelated to the pathway taken.

Cultural impact of human resource practices on job satisfaction

2014 ◽  
Vol 21 (1) ◽  
pp. 55-77 ◽  
Author(s):  
Jeanine Karin Andreassi ◽  
Leanna Lawter ◽  
Martin Brockerhoff ◽  
Peter J. Rutigliano
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Job Characteristics ◽  
Cultural Dimensions ◽  
Human Resource Practices ◽  
Content Type ◽  
Hofstede’S Cultural Dimensions ◽  
Hofstede's Cultural Dimensions

Purpose – The purpose of this paper is to determine the effect of high-performance human resource practices on job satisfaction across four cultural regions – Asia, Europe, North America, and Latin America. High-performance human resource practices were used to predict job satisfaction for each region and then compared to determine significant differences. Hofstede's cultural dimensions were employed as a basis for structuring hypothesized differences across cultural regions. Design/methodology/approach – Data were collected from a proprietary industry survey on employee work attitudes. The sample consisted of over 70,000 employees from four large multinational organizations with at least four offices in each of the four regions. Data were analyzed using regression analysis and comparison testing across models. Findings – There are significant relationships between job characteristics and job satisfaction across all regions of the world, with a sense of achievement universally the most important driver. Although job characteristics impact job satisfaction across all regions, there are significant differences in the relative importance of job characteristics on job satisfaction, consistent with Hofstede's cultural dimensions. Practical implications – The findings have implications for tailoring human resource management practices across locations within multinationals. Originality/value – This research is believed to be the first cross-cultural study of human resource practices affecting job satisfaction using multiple organizations and industries.

The Jordanian Labor Market

2019 ◽  
Keyword(s):  
Labor Market ◽  
Social Insurance ◽  
School To Work ◽  
Panel Survey ◽  
Positive Direction ◽  
Work Transition ◽  
Nationally Representative ◽  
Key Indicators ◽  
The Life Course ◽  
Insight Into

Jordan stands in the middle of a turbulent region, experiencing substantial refugee flows and economic challenges due to the conflict and insecurity of its neighbors. While the Jordanian economy and labor market in 2010, prior to the refugee crisis, had been shifting in a positive direction, it was an unanswered question how the labor market is faring during these challenging times. The fielding of the new Jordan Labor Market Panel Survey (JLMPS) 2016 wave offers an unprecedented opportunity to assess the challenges Jordan is facing across a number of markets and services. This book leverages the new, nationally representative data to begin addressing key economic and policy questions. The chapters of the book are organized into three parts, the first focused on key indicators of the labor market: labor supply, job creation, wages and inequality, and own account work (self-employed and employers). The second section focuses on migrants and refugees in Jordan, including an in-depth examination of the wellbeing of Syrian refugees in Jordan. The third section examines transitions across the life course in Jordan, including education, the school-to-work transition, marriage and fertility, housing and new households, and social insurance and retirement. Together these chapters show how Jordan’s economy has fared during challenging times and provide insight into important challenges Jordan’s economy and society face.

Macroeconomic conditions at workforce entry and job satisfaction

2019 ◽  
Vol 40 (5) ◽  
pp. 879-893 ◽  
Author(s):  
Sadettin Haluk Çitçi ◽  
Nazire Begen
Keyword(s):  
Job Satisfaction ◽  
Unemployment Rate ◽  
Ordinary Least Squares ◽  
Welfare Effects ◽  
Panel Survey ◽  
Content Type ◽  
High Unemployment ◽  
Macroeconomic Conditions ◽  
Negative Effect ◽  
Robustness Check

Purpose The purpose of this paper is to examine whether individual experiences at workforce entry affect later job satisfaction. Design/methodology/approach This study utilized the British Household Panel Survey for the years between 1991 and 2008. Ordered probit estimation is used for the analysis. Also fixed effect and pooled ordinary least squares methods are employed to make robustness check. Findings The results of the analyses show that people who enter the workforce when the unemployment rate is high have less job satisfaction even in later ages compared to the ones who enter the workforce when the unemployment rate is lower. Even controlling for important factors on job satisfaction, such as industry and occupation differences, age, gender and income, the effect of workforce entry conditions on job satisfaction continues to survive. The results indicate that high unemployment has larger and longer lasting negative welfare effects than commonly predicted. Social implications An increment in workforce entry unemployment rate causes lower job satisfaction even years later of these early workforce experiences. The results indicate that high unemployment has larger and longer lasting negative welfare effects than commonly predicted. Originality/value The study is among the few that investigates macroeconomic experiences on job satisfaction and the first one providing evidence on the negative effect of entering the workforce in worse economic conditions on later job satisfaction.

Educator organizational citizenship behavior and job satisfaction moderation in the GCC expatriate-dominated market

2019 ◽  
Vol 27 (1) ◽  
pp. 19-35 ◽  
Author(s):  
Nabeel Sawalha ◽  
Yunus Kathawala ◽  
Ihab Magableh
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Characteristics ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Content Type ◽  
Task Identity ◽  
The Relationship

PurposeThis paper aims to explore the relationship between job characteristics (JC) and organizational citizenship behavior (OCB) moderated by job satisfaction (JS) among educators in the higher education institutions in the countries of the Gulf Cooperation Council (GCC), including Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates and Oman, taking into consideration that most educators at the higher education institutions in this area are expatriates.Design/methodology/approachA sample of 157 faculty members and instructors was used. Five job characteristics (skill variety, task identity, task significance, autonomy and feedback) and five OCB behaviors (altruism, civic virtue, courtesy, conscientiousness, and sportsmanship) were studied. The overall job satisfaction was measured with seven general items adopted from Al-Damour and Awamleh (2002). Data were collected voluntarily using social media network announcements and pencil and paper. Structural equation modeling (SEM) analysis was used in testing this moderation relationship.FindingsResults showed that job satisfaction plays a significant moderating effect in enhancing the relationship between four out of the five job characteristics (feedback, skill variety, task identity and autonomy) and only two out of five OCB behaviors, namely, altruism and courtesy. Also, culture showed no significant impact on results.Research limitations/implicationsUsing a self-reporting tool, the respondents could give biased responses that might influence results. In addition, the use a complex relationship to establish a causality relationship among many variables measured with many items did make it difficult and sometimes errored out using SEM analysis.Practical implicationsThis study delivers important suggestions to the management of these institutions as well as higher education administration about how to enhance their educators’ OCBs as a source of competitive advantage taking into consideration that expatriates work within certain legal and social contexts.Originality/valueWith very limited related research covering this region, this study provides an insight into how educators’ OCBs can be enhanced within unique employment structures and policies designed for expatriate educators in the GCC countries.

Do lean manufacturing practices have negative impact on job satisfaction?

2019 ◽  
Vol 10 (1) ◽  
pp. 257-274 ◽  
Author(s):  
Khaw Sui Minh ◽  
Suhaiza Zailani ◽  
Mohammad Iranmanesh ◽  
Shima Heidari
Keyword(s):  
Job Satisfaction ◽  
Lean Manufacturing ◽  
Negative Impact ◽  
Job Characteristics ◽  
Customer Relationship ◽  
Manufacturing Companies ◽  
Content Type ◽  
Global Competitiveness ◽  
Positive Effects ◽  
The Impact

PurposeDue to the increasing trend of global competitiveness, lean manufacturing has received much attention in the international literature. Although previous studies have indicated the positive effects of lean manufacturing on the performance of the manufacturing firms, the impact of lean practices on two aspects of “job”, namely, characteristics and satisfaction, as of yet remains unclear. As a result, this study aims to evaluate job characteristics to understand the effects of lean manufacturing on job satisfaction.Design/methodology/approachData from a survey of 206 employees in lean manufacturing companies were gathered and analysed using the partial least squares technique.FindingsThe results indicate that customer relationship, human resources and product design practices had positive indirect effects on job satisfaction through job characteristics, whereas, process and equipment practices had a negative indirect effect.Practical implicationsThe findings of the study will be useful for the companies that implement lean manufacturing practices. Companies could either adjust their lean initiatives or make a trade-off amongst job characteristics.Originality/valueThis study contributes to the advancement of knowledge on the effects of lean manufacturing practices on job satisfaction through job characteristics.

Own Account Workers in Jordan

2019 ◽  
pp. 101-122
Author(s):  
Reham Rizk ◽  
Colette Salemi
Keyword(s):  
Job Satisfaction ◽  
Labor Market ◽  
Private Sector ◽  
Educational Attainment ◽  
Work Experience ◽  
Important Determinant ◽  
Job Characteristics ◽  
The Self ◽  
Panel Surveys ◽  
Lower Educational Attainment

In this chapter we compare own account workers to private sector wage workers in Jordan using the Jordan Labor Market Panel Surveys of 2010 and 2016. Our results demonstrate that own account workers are demographically dissimilar from wage workers in the private sector. Own account workers tend to be older male and have more work experience. While they have lower educational attainment than private sector wage workers own account workers exhibit relatively higher wealth outcomes. Capital transfers from fathers who were also own account workers are an important determinant of a worker being an employer or self-employed. In terms of job characteristics the self-employed were more likely than other private sector workers to work outside of a fixed establishment with many engaged in transportation and wholesale and retail trades. Own account workers frequently reported being overqualified for their jobs and the self-employed exhibited the lowest levels of job satisfaction of all job types.

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