Empirical Analysis of Job Satisfaction Determinants in Russia

Ankudinov, Andrei B.; Lebedev, Oleg V.; Sachenkov, Andrei A.

doi:10.5539/ass.v11n4p117

Cited by 6 publications

(3 citation statements)

References 21 publications

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“…The first determinant of job satisfaction is the level of wages. The wage level has a direct effect on the level of income for individuals and hence affects their utility function (Gambacorta and Iannario, 2013;Ankudinov et al, 2015). The better financial position result in higher satisfaction with both the type of work and job security (Millán et al, 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

The determinants of job satisfaction in the Egyptian labor market

Ezzat

Ehab

2019

REPS

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Purpose-This paper aims to analyze the determinants on job satisfaction in the Egyptian labor market, using Egypt's Labor Market Panel Survey (ELMPS), the wave of 2012. Design/methodology/approach-Several determinants are analyzed including the wage level, the paid and sick leaves, the medical and social insurance, job stability among other individual and job characteristics. To this end, an ordered logit model is estimated to assess the significance of these different variables as determinants for job satisfaction. Findings-The empirical findings indicate that wages and stability are major determinants for job satisfaction for the sample of wage workers. However, the results change according to gender; the hourly wage level affects men's level of job satisfaction, while it does not affect that of females. Furthermore, the job satisfaction of women is determined more by the job characteristics rather than the monetary compensation. Social implications-The empirical findings shed light on the importance of formalizing jobs, as it has an effect on the level of job satisfaction of both women and men.

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Section: Literature Reviewmentioning

confidence: 99%

The determinants of job satisfaction in the Egyptian labor market

Ezzat

Ehab

2019

REPS

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“…Ellickson and Logsdon, 2001), this study showed that "promotion opportunity" is significantly affecting OJS. This did not come as a surprise, as employees perhaps take professional advancement prospects as the ultimate achievement in their career, because it involves a change in status, job content, independence, responsibility and others (Ankudinov et al, 2015).…”

Section: Determinants Of Job Satisfaction In Ethiopiamentioning

confidence: 99%

Determinants of job satisfaction in Ethiopia: evidence from the leather industry

Addis

Dvivedi

Beshah

2018

AJEMS

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Purpose The purpose of this paper is to identify the contextual work factors in Ethiopia and to evaluate the relative influence of each of these factors on job satisfaction (JS) of employees. Design/methodology/approach The study draws on a sample of shop floor workers from the leather products manufacturing industry in Ethiopia. Data were collected using a structured survey questionnaire and focus group discussions. After testing scale reliability and validity, multiple linear regression was used for the analysis. Findings The study results suggest that the JS is mainly explained by extrinsic factors. Pay is found to influence overall job satisfaction (OJS) at least four times of other work factors. Training opportunity and ethnic diversity showed unexpected negative relationship with OJS. Originality/value Given the importance of understanding JS in labor-intensive industries, and paucity of research on the topic in Ethiopia, the study provides practical insights and groundwork that can guide practitioners to understand the drivers of JS in the region. Moreover, the study adds to the empirical literature that may yield important insights on organizational behavior for under-researched emerging economies, particularly for the eastern part of Africa, where nations share similar cross-cultural norms, economic and ethnic settings.

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“…Several studies were carried out to define how perceived competence could be characterized at work (see for example: [3,7,[9][10][11][12][13][14][15]). Four criteria have emerged (and have been adopted by a part of the scientific community) in terms of the level of skill, the possibility to learn new health at work.…”

Section: Introductionmentioning

confidence: 99%

Increasing the Clinical Utility of the Stroop Color-Word Test through Process Analysis

Ph¹,

Rouillac²

2016

J Ment Disord Treat

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Studies and surveys undertaken by the European Agency for Safety and Health at Work indicate an "increasing number of workers exposed to psychosocial risks at work and affected by work-related stress" affecting mental health. Any innovative methods for psychosocial risk assessment at work are thus welcome. On the basis of the Square of Perceived Action model elaborated regarding competencies in action for work activities integrated in a psychodynamic approach, a protocol was developed and applied in a French company for psychosocial risk assessment regarding 35 professions and focusing on difficulties related to skill discretion. Four illustrating cases, the insight of the in-depth analysis for one profession and a macro-approach taking all the professions into account were considered. Beyond the characterization of the psychosocial risks and the orientation regarding remedial measures implemented, the method enabled analysts to objectify and quantify the risks and helped them to center the remedial measures on the right target or to better assess the degree of emergency for remedial measures. These results also showed that the method is exhaustive for psychosocial risk assessment provided that it is combined with other tools. Benefits and limits of this innovative method are discussed. things or to develop special abilities or to be creative, and the repetitive nature of tasks. This was based on the early work of Karasek [9] who designated these criteria under the concept of "skill discretion". It was then widely applied as an indicator of the quality of mental health. For example, Sheldon and Elliot [3] showed that "the accumulation of activity-based experiences of competence, autonomy, and relatedness over a period of time predicts enhanced well-being" and that they were "the psychological nutriments necessary for enhanced wellbeing and psychological development", matching previous works of Ryan [10]. Joensuu et al. [13] obtained quantified results showing that "skill discretion had a significant protective effect" (p.121) and "high skill discretion [were] associated with a reduced risk of depressive disorders and other mental disorders" (not including alcohol-related mental disorders) whereas "low skill discretion as well as high decision authority were associated with increased risk". More recently, Bentley et al. [15] showed that when people's level of decision authority and skill discretion increased, so did their mental health. These considerations highlighted the direct and indirect contribution of perceived competencies to the subjective well-being at work and thus to the mental health. Consequently, any method permitting to identify what could make the subjects' perception of competencies positive or negative might contribute to improve mental

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Empirical Analysis of Job Satisfaction Determinants in Russia

Cited by 6 publications

References 21 publications

The determinants of job satisfaction in the Egyptian labor market

The determinants of job satisfaction in the Egyptian labor market

Determinants of job satisfaction in Ethiopia: evidence from the leather industry

Increasing the Clinical Utility of the Stroop Color-Word Test through Process Analysis

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