Relative Effects of Lower-Order and Higher-Order Quality of Work Life on Employee Job Satisfaction and Life Satisfaction: Case Studies of Service and Manufacturing Sectors in Thailand

This research investigates the relative effects of lower-order and higher-order aspects of quality of work life (QWL) on employee job satisfaction and overall life satisfaction in Thai workplaces. The data were collected by means of questionnaires mailed to employees of 6 selected companies-3 companies in each of the service and manufacturing sectors in Thailand with respective response rates of 72 and 74 percent. The results reveal that the two aspects of QWL in all companies have a positive impact on both aspects of employee satisfaction: job satisfaction and overall life satisfaction. The results also reveal a generally more important role played by higher-order QWL in both sectors. For the service sector, although lower-order QWL plays a more important role in job satisfaction than higher-order QWL, it plays a less important role in overall life satisfaction. For the manufacturing sector, higher-order QWL appears to play a more important role in both job satisfaction and overall life satisfaction than lower-order QWL. Some managerial implications and recommendations are also included based on our research findings

Distinguishing Sales Professionals From Their Marketing Counterparts: An Empirical Inquiry

Sales and other marketing professionals were compared in terms of some of their demographic, socioeconomic, and psychographic characteristics. It was generally expected that sates professionals would be different from the other marketing professionals in the sample. Regarding demographic and socioeconomic characteristics, more sales than other marketing professionals were male and they were less affluent. They also had fewer years of business experience. In terms of their personal values and moral philosophies, sales professionals, despite a general consensus evidenced in many leading sales and sales management texts that they are different from other employees, are generally speaking, very similar

Perceptions about ethics institutionalization and quality of work life: Thai versus American marketing managers

Previous research suggests that ethics institutionalization positively influences quality of work life (QWL). This study hypothesizes that the effect of ethics institutionalization on QWL is stronger for Thai than U.S. managers, because the Thai culture is collectivistic, whereas the U.S. culture is individualistic. Survey data were collected from Thailand from a sample of marketing managers of Thai companies listed on the Stock Exchange of Thailand (SET). The U.S. data involved a sample of U.S. members of the American Marketing Association. The results provide partial support for the hypotheses. Published by Elsevier Inc

Happiness in Thailand: The Effects of Family, Health and Job Satisfaction, and the Moderating Role of Gender

This research investigates the association between family, health, and job satisfaction, and happiness in Thailand. The data were collected by means of telephone survey questionnaires developed by the Japan International Cooperation Agency (JICA). The research data are from simple random sampling and stratified multi-stage sampling from master 2012-NIDA (National Institute of Development Administration) poll data proportioned to the population, age, and household income in each region of Thailand. This poll data had a total of 1,004 respondents but this research focuses on employed people and consists of a total of 799 respondents. All research hypotheses were tested by means of hierarchical regression analysis and analysis of variance was used to verify some interesting issues relating to demographic factors. The analysis results indicate that all three types of satisfaction (i.e., family, health, and job satisfaction) have positive effects on happiness (measured in present and future happiness) in Thailand. Although only family satisfaction has a positive effect on future happiness, all three types of satisfaction have positive effects on present happiness. Additionally, among all three model variables, family satisfaction plays the most important role in predicting present and future aspects of happiness. Further, our results indicate that gender is of little influence as a moderator. Our results not only validate research findings in other countries but also verify the importance of subjective appreciation of life and happiness for public policy makers

Consumers as employees: the impact of social responsibility on quality of work life among Australian engineers

Purpose - The aim of this paper is to investigate whether consumer values influence work-related attitudes. Employees often feel conflict among different aspects of their lives. Although most extant research has focused on the effect of family values on work attitudes, we investigate whether a fit between employees' socially responsible consumption orientation (SRCO) and firm corporate social responsibility (CSR) influences employee higher-order quality of work life. Design/methodology/approach - Survey data from 112 members of an engineering association in Australia. Findings - The results show that employees' consumer life roles can influence their work-related perceptions. However, contrary to expectations, the positive influence of CSR on higher-order quality of work life is weaker for employees who are more socially responsible consumers. Research limitations/implications - Further research should examine other industry contexts and cultures. Also, because the SRCO construct is very broad, further research should examine specific social issues. Practical implications - CSR can be an important strategy for retaining employees, even those with lower SRCO. Originality/value - This research shows that customer values influence important work-related attitudes, such as higher-order quality of work life and organizational commitment. Furthermore, we show that "fit" between consumption orientation responsibility and firm CSR does not necessarily enhance work-related attitudes because employees high in SRCO likely hold the firm to a different standard of social responsibility