A Longitudinal Analysis of Changing Job Quality and Worker Satisfaction in Israel

Abstract

Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. This study used non-panel longitudinal data from the International Social Survey Program (Work Orientations I and II: 1989 and 1997-survey questions on job characteristics and job quality) to examine the changing job quality and job satisfaction determinants in Israel, while exploring the country contextual and cultural shifts that impacted this change. Descriptive statistics and regression analysis show that there were many significant changes in the intrinsic and extrinsic job characteristics and perceived job satisfaction of Israeli workers from 1989 to 1997. The study found workers' job satisfaction impacting firm performance and workers' well-being. The results affirm the need for firms to be cognizant of differences and unique challenges facing Israeli workers and thus tailor their management philosophy and policies to create an organizational environment mutually beneficial to the firm and the employees.

The impact of comparative state-directed development on working conditions and employee satisfaction

“…The International Social Survey Program Work Orientations modules utilized a multistage stratified probability sample to collect the data for each of the various countries with a variety of eligible participants in each country's target population. In addition to examining one large sample including all respondents from all participating countries, a separate sample for each country is also examined to determine which job characteristics best predict job satisfaction in that particular country and then make cross-national comparisons (see also Taylor & Westover, 2011;Westover, 2008aWestover, , 2008bWestover, , 2010aWestover, , 2010bWestover, , 2011. 2 Variables of interest in the data collected by the International Social Survey Program are singleitem indicators (i.e., with a single survey question for job satisfaction, interesting work, job autonomy, workplace relations, etc., on a Likert scale).…”

“…This research follows Westover's (2008aWestover's ( , 2008bWestover's ( , 2010aWestover's ( , 2010bWestover's ( , 2011 job satisfaction model (based on Kalleberg's, 1977 findings andHandel's, 2005 study) for conducting a cross-national comparison of job satisfaction and the perceived importance of intrinsic and extrinsic job quality characteristic variations across countries (see also Muñoz de Bustillo Llorente & Fernandez Macías, 2005;Sousa-Poza & Sousa-Poza, 2000;Spector, 1997;Westover, 2008aWestover, , 2008bWestover, , 2010aWestover, , 2010bWestover, , 2011. Handel (2005) characterized 12 variables from the General Social Survey into intrinsic and over extrinsic work rewards and conditions than those without such provisions (Epsing-Andersen, 1985;Hall, 1999;Hall & Soskice, 2001;Huber & Stephens, 2001;Pampel & Williamson, 1989;Scruggs & Allan, 2006;Skocpol, 1988;Weir, Orloff, & Skocpol, 1988).…”

“…An often accepted job satisfaction model, commonly considered to be widely generalizable across a wide variety of cross-cultural and cross-national contexts, actually appears to have a lack of applicability across countries (see Taylor & Westover, 2011;Westover, 2010aWestover, , 2010bWestover, , 2011Westover & Taylor, 2010). An often accepted job satisfaction model, commonly considered to be widely generalizable across a wide variety of cross-cultural and cross-national contexts, actually appears to have a lack of applicability across countries (see Taylor & Westover, 2011;Westover, 2010aWestover, , 2010bWestover, , 2011Westover & Taylor, 2010).…”

The impact of comparative state-directed development on working conditions and employee satisfaction

“…This research follows Westover's (2008aWestover's ( , 2008bWestover's ( , 2010aWestover's ( , 2010bWestover's ( , 2011 job satisfaction model (based on Kalleberg's, 1977 findings andHandel's, 2005 study) for conducting a cross-national comparison of job satisfaction and the perceived importance of intrinsic and extrinsic job quality characteristic variations across countries (see also Spector, 1997;Sousa-Poza & Sousa-Poza, 2000;Muñoz de Bustillo Llorente & Macías, 2005;Westover, 2008aWestover, , 2008bWestover, , 2010aWestover, , 2010bWestover, , 2011. Handel (2005) characterized 12 variables from the General Social Survey into intrinsic and extrinsic job quality factors.…”

“…An often accepted job satisfaction model, commonly considered to be widely generalizable across a wide variety of cross-cultural and cross-national contexts, actually appears to have a lack of applicability across countries (see Westover, 2010aWestover, , 2010bWestover, , 2011Westover & Taylor, 2010;Taylor & Westover, 2011).…”