Culture, industrialisation and multiple domains of employees' job satisfaction: a case for HR strategy redesign in India

Abstract

This paper explores the link between cultural behavioural traits, the potential effect of industrialisation and multiple domains of job satisfaction, utilising survey data collected from public and private service sector employees in Shillong, the capital city of Meghalaya in the North East Region (NER) of India. Results from ordered probit regressions demonstrate a statistically significant impact of both, extrinsic and intrinsic moderating factors on Indian employees' job satisfaction. In view of India's widely reported collectivistic cultural traits, which are assumed to emphasise primarily the importance of extrinsic job aspects, our findings are surprising. They suggest that in the wake of India's significant economic developments the impact of intrinsic job rewards has played 'catch-up' with that of their extrinsic counterparts. As such, the study provides evidence in support of embracing human resource management (HRM) practices that incentivise Indian employees not only through their traditional methods aimed at extrinsic job rewards but also by explicitly addressing individual ambitions, needs and aspirations.

The magic of the new: How job changes affect job satisfaction

“…Certainly, individuals may have many different reasons to switch jobs for which we cannot control. To get a better impression of the motives for taking up a new job, more detailed assessments of different job satisfaction domains were useful, as these have been analyzed in other data sets (e.g., Clark, ; Green & Heywood, ; Lange, Pacheco, & Shrotryia, ). The SOEP instead has a variable on the satisfaction with personal income that for some waves is part of the same question battery as job satisfaction is, and hence equally elicited.…”

Working together: Factors affecting the relationship between leadership and job satisfaction in Iranian HR departments

“…A study conducted in India by Lange et al (2010) showed that intrinsic motivators, as well as the expected extrinsic motivators, influenced job satisfaction. These authors speculate that this result might be explained by the increasing dynamism of the Indian economy which has shifted the national culture towards individualism and indicates that HR practices should be introduced that address employees’ individual aspirations and needs.…”

Determinants of job satisfaction for salaried and self-employed professionals in Finland

“…Such developments may limit the autonomy of professionals and thus adversely affect their job satisfaction (Rosta, Nylenna and Aasland, 2009). The resulting mismatch between the high expectations and the actual reality of the job could result in greater job dissatisfaction in the case of highly educated professionals than with less-educated employees (Jurik et al, 1987, Smith-Ruig, 2009, Lange et al, 2010. In summary, the job satisfaction of highly-educated professionals appears to be more vulnerable to the characteristics of the work they perform than is the case for less-educated workers.…”