Worker Sorting and Job Satisfaction: The Case of Union and Government Jobs

ILR Review ◽  
2002 ◽  
Vol 55 (4) ◽  
pp. 595-609 ◽  
Author(s):  
John S. Heywood ◽  
W. S. Siebert ◽  
Xiangdong Wei
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Panel Study ◽  
Initial Cross Section ◽  
Non Union ◽  
The Public ◽  
Panel Methods ◽  
Using Data ◽  
Overall Job Satisfaction ◽  
Public Sector Workers

In initial cross-section estimates using data from the 1991–94 British Household Panel Study, the authors find that union members had lower overall job satisfaction than non-union members, and public sector workers had higher satisfaction than private sector workers. Controlling for individual worker effects (sorting) using panel methods confirms the lower satisfaction of union members, but eliminates the higher satisfaction of public sector workers. These results suggest that unions do not simply attract the dissatisfied, as previously suggested. By contrast, the greater satisfaction expressed by public sector workers seems largely a consequence of sorting, with those who are more easily satisfied being drawn to the public sector. Additional analysis of particular aspects of satisfaction, including satisfaction with pay, the work itself, and relations with the boss, generally supports these conclusions.

scholarly journals Labor Market Precarity Shapes Perception of the Public Sector in the Eurozone

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110404
Author(s):  
Adolfo C. Fernández Puente ◽  
Nuria Sánchez-Sánchez
Keyword(s):  
Job Satisfaction ◽  
Labor Market ◽  
Public Sector ◽  
Private Sector ◽  
The Public ◽  
Temporary Contract ◽  
European Working ◽  
The One ◽  
The Impact ◽  
Public Sector Workers

This study analyses the impact of working in the public sector on job satisfaction in Europe (19) through the European Working Condition Survey (EWCS). A grouping of countries is proposed based on the perception of workers regarding the functioning of the labor market. Econometric estimates show that public sector workers, at an aggregate level, are more satisfied than those in the private sector. The highest job satisfaction corresponds to permanent contract public sector workers, followed by temporary contract public sector employees, the permanent contract private sector, and the temporary contract private sector workers. The results confirm that in those countries with a higher proportion of individuals who consider losing their job a probability, public sector job satisfaction is higher. In addition, those countries where the proportion of individuals with low confidence in finding a new job with similar characteristics to the one they have, public sector job satisfaction is also higher.

The effect of pay for performance on work attitudes in the private, public, and nonprofit sectors: A panel study from South Korea

2021 ◽  
pp. 002085232110273
Author(s):  
Kwang Bin Bae
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Extrinsic Motivation ◽  
Pay For Performance ◽  
Nonprofit Sector ◽  
Panel Study ◽  
Negative Relationship ◽  
Employee Motivation ◽  
The Public

The purpose of this study is to examine the differing effects of pay for performance on organizational commitment and job satisfaction in the public, private, and nonprofit sectors. Using data from the Korean Labor and Income Panel Study, this research found that pay for performance has a positive relationship with job satisfaction and organizational commitment in the private sector, a negative relationship with job satisfaction in the public sector, and a negative relationship with organizational commitment in the nonprofit sector. Points for practitioners When organizations in the public and nonprofit sectors begin adopting policies to increase extrinsic motivation, managers and scholars should carefully consider the negative effects of monetary incentives on job satisfaction and organizational commitment. The public sector emphasizes public values and public interests, which explains the significant effect of pay for performance on job satisfaction; meanwhile, the fact that the nonprofit sector focuses on organizational missions and goals, stakeholders, and employee motivation explains the positive effect of pay for performance on organizational commitment.

The Public Sector Mediation Process

1978 ◽  
Vol 22 (2) ◽  
pp. 209-240 ◽  
Author(s):  
Thomas A. Kochan ◽  
Todd Jick
Keyword(s):  
New York ◽  
Public Sector ◽  
Personal Characteristics ◽  
Mediation Process ◽  
Municipal Governments ◽  
The Public ◽  
Situational Characteristics ◽  
Alternative Sources ◽  
Using Data ◽  
The Impact

This paper develops and tests a model of the labor mediation process using data from a sample of negotiations involving municipal governments and police and firefighter unions in the State of New York. The test of the model also incorporates an estimate of the impact of a change in the statutory impasse procedures governing these groups. The model examines the impact of (1) alternative sources of impasse, (2) situational characteristics, (3) strategies of the mediators, and (4) personal characteristics of the mediators on the probability of settlement, percentage of issues resolved in mediation, movement or compromising behavior, and the tendency to hold back concessions in mediation. The results indicate that the change in the impasse procedure had a marginal affect on the probability of settlement in the small to medium cities in the sample but little or no effect on the larger cities. Furthermore, a number of other measures of the sources of impasse and mediator strategies and characteristics had a stronger impact on the effectiveness of the mediation process than the nature of the impasse procedure.

scholarly journals A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

2014 ◽  
Vol 4 (3) ◽  
pp. 19 ◽  
Author(s):  
Atif Rafique ◽  
Muhammad Sadam Bin Tayyab ◽  
Muhammad Kamran ◽  
Nawab M. Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Transfer ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Training Effectiveness ◽  
Significant Positive Relationship ◽  
The Public ◽  
Level Of Significance

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment. 

MPA Graduates and the Dilemma of Job Satisfaction: Does Crossing the Sector Line Make a Difference

1991 ◽  
Vol 20 (4) ◽  
pp. 449-455 ◽  
Author(s):  
Barrie E. Blunt ◽  
Kris Anne Spring
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Work Satisfaction ◽  
Federal State ◽  
Non Profit ◽  
The Public ◽  
Public Sector Employment ◽  
State Regional

This study examines levels of job satisfaction for MPA graduates employed in the public, private, and non-profit sectors. Findings are based on a survey and indicate that MPA graduates derive greater satisfaction with pay and promotion opportunities in the private sector than in the public or non-profit sectors. No significant differences were noted between the sectors with regard to work satisfaction or satisfaction with supervisor or co-workers. Further, no differences in levels of satisfaction were noted between four categories of public sector employment; federal, state, regional, or local.

Work and Job Satisfaction in the Public Sector.

1984 ◽  
Vol 13 (4) ◽  
pp. 486
Author(s):  
Jim Zetka ◽  
Anne H. Hopkins
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
The Public
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