19 research outputs found
Making the Risk of Job Loss a Way of Life: Does it Affect Job Satisfaction?
This study investigates the relationship between job satisfaction and job security in European countries. In doing so, it attempts to take into account the endogenous nature of the job security â job satisfaction relationship after controlling for the various economic and personal characteristics. The results show that, workers in jobs with low likelihood of job termination derive higher utility from work compared to the workers in insecure jobs. This holds even after controlling for endogeneity by using both a conventional IV approach and a selection model. This appears to be the case for both men and women.European Commissio
Jobs as Lancaster Goods: Facets of Job Satisfaction and Overall Job Satisfaction
Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various
features of oneâs job, such as pay, security, the work itself, working conditions, working hours, and the
like. The level of overall job satisfaction emerges as the weighted outcome of the individualâs job
satisfaction with each of these facets. The purpose of this study is to determine the extent and importance
of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community
Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with
different facets of jobs are interrelated and the individualâs reported overall job satisfaction depends on the
weight that the individual allocates to each of these facets. For each of the ten countries examined,
satisfaction with the intrinsic aspects of the job is the main criterion which workers use to evaluate their
job and this is true for both the short and the long term.European Commissio
Recommended from our members
Are dangerous jobs paid better? European evidence
This article tests whether workers are indifferent between risky and safe jobs provided that, in labour market equilibrium, wages should serve as a utility equalizing device. Workersâ preferences are elicited through a partial measure of overall job satisfaction: satisfaction with job-related risk. Given that selectivity turns out to be important, we use selectivity corrected models. Results show that wage differentials do not exclusively compensate workers for being in dangerous jobs. However, as job characteristics are substitutable in workersâ utility, they could feel satisfied, even if they were not fully compensated financially for working in dangerous jobs
Recommended from our members
An experiment on energy-saving competition with socially responsible consumers: opening the black box
We present results from experimental price-setting oligopolies in which green firms undertake different levels of energy-saving investments motivated by public subsidies and demand-side advantages. We find that consumers reveal higher willingness to pay for greener sellersâ products. This observation in conjunction to the fact that greener sellers set higher prices is compatible with the use and interpretation of energy-saving behaviour as a differentiation strategy. However, sellers do not exploit the resulting advantage through sufficiently high price-cost margins, because they seem trapped into ârun to stay stillâ competition. Regarding the use of public subsidies to energy-saving sellers we uncover an undesirable crowding-out effect of consumersâ intrinsic tendency to support green manufacturers. Namely, consumers may be less willing to support a green seller whose energy-saving strategy yields a direct financial benefit. Finally, we disentangle two alternative motivations for consumerâs attractions to pro-social firms; first, the self-interested recognition of the firmâs contribution to the public and private welfare and, second, the need to compensate a firm for the cost entailed in each pro-social action. Our results show the prevalence of the former over the latter
Recommended from our members
Peer norm guesses and self-reported attitudes towards performance-related pay
Due to a variety of reasons, people see themselves differently from how they see others. This basic asymmetry has broad consequences. It leads people to judge themselves and their own behavior differently from how they judge others and othersâ behavior. This research, first, studies the perceptions and attitudes of Greek Public Sector employees towards the introduction of Performance-Related Pay (PRP) systems trying to reveal whether there is a divergence between individual attitudes and guesses on peersâ attitudes. Secondly, it is investigated whether divergence between own self-reported and peer norm guesses could mediate the acceptance of the aforementioned implementation once job status has been controlled for. This study uses a unique questionnaire of 520 observations which was designed to address the questions outlined in the preceding lines. Our econometric results indicate that workers have heterogeneous attitudes and hold heterogeneous beliefs on othersâ expectations regarding a successful implementation of PRP. Specifically, individual perceptions are less skeptical towards PRP than are beliefs on othersâ attitudes. Additionally, we found that managers are significantly more optimistic than lower rank employees regarding the expected success of PRP systems in their jobs. However, they both expect their peers to be more negative than they themselves are
Jobs as Lancaster goods: Facets of job satisfaction and overall job satisfaction
Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various features of one's job, such as pay, security, the work itself, working conditions, working hours, and the like. The level of overall job satisfaction emerges as the weighted outcome of the individual's job satisfaction with each of these facets. The purpose of this study is to determine the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with different facets of jobs are interrelated and the individual's reported overall job satisfaction depends on the weight that the individual allocates to each of these facets. For each of the 10 countries examined, satisfaction with the type of the job is the main criterion by which workers evaluate their job for both the short and the long term.Overall job satisfaction Earnings Working conditions Working time Job security Type of work