Job Satisfaction Among Russian Workers

Abstract

Are Russian workers satisfied with their jobs? If not, why does it matter and what can be done? Empirical evidence based on studies of U.S. workers suggests that job satisfaction tends to correlate positively with labor productivity and negatively with labor turnover, both of which influence firm performance. Improving firm performance without substantially increasing costs is uppermost in the minds of many Russian managers. This paper analyzes the nature and scope of job satisfaction among Russian workers, using survey data to: (1) identify the level of job satisfaction expressed by 1,200 survey participants in response to questions about satisfaction with the job and satisfaction with the work that is done in the job; (2) investigate the variation in job satisfaction explained by differences in worker characteristics-both objective characteristics (age, gender, education, work experience, supervisory responsibilities, unemployment experience, marital status, recent change in workplace, number of jobs held at the time of the interview, for example) and subjective characteristics (attitude toward work); (3) ascertain the link between job satisfaction and select intrinsic and extrinsic job characteristics; and (4) evaluate the extent to which job satisfaction is correlated with alternative measures of organizational commitment. While endogeneity and simultaneity preclude establishing causality, these cross section data do permit evaluation of factors highly correlated with job satisfaction. The specific aim of the paper is to identify factors which increase the probability that a worker will express a high level of job satisfaction. The results will prove useful in designing effective reward structures and/or reducing turnover, as well as establishing management training programs to promote more effective teamwork.

Satisfacción Laboral y Burnout en Trabajos Poco Cualificados: Diferencias entre Sexos en Población Inmigrante

“…Es decir, no se han encontrado diferencias según el sexo ni en satisfacción laboral ni en burnout. Nuestros resultados coinciden con las investigaciones en las que no se encuentran diferencias en la satisfacción laboral de trabajadores o trabajadoras (Forgionne y Peeters, 1982;Gamero, 2004;García et al, 1993;Linz, 2003;Oshagbemi, 2000;Ward y Sloane, 2000). En el presente estudio, con una muestra de trabajadores inmigrantes en puestos laborales no cualificados, se puede inferir que las mujeres poseen empleos en peores condiciones, lo que las iguala en satisfacción laboral a los hombres, poseen una satisfacción laboral similar en puestos laborales diferentes a sus compañeros varones.…”

“…Recientemente, Sánchez, Fuentes y Artacho (2007) comprueban que la mujer presenta una satisfacción laboral superior a la del hombre, lo que es apoyado por trabajos anteriores (Alonso, 2008;Clark, 1997;Sanz de Galdeano, 2001;Sloane y Williams, 2000). Sin embargo, otros autores no apoyan dicha superioridad (Forgionne y Peeters, 1982;Linz, 2003;Ward y Sloane, 2000). Ante estos resultados contradictorios nos planteamos incluir la variable sexo en el estudio de la satisfacción laboral, el burnout y otras características laborales.…”

Job Satisfaction and Perceived Gender Equality in Advanced Promotion Opportunities: An Empirical Investigation

“…Unemployment rates are relatively high, especially in Armenia and Serbia (above 10%). Given adverse macroeconomic conditions, it is not surprising that earlier studies conducted in transition economies find a weak relationship between workplace conditions and intentions to quit (Linz , Linz et al. ), although job satisfaction proved to be a useful measure.…”

Pengaruh Komitmen Dan Kompensasi Terhadap Kinerja Karyawan Pada PT. Dipa Pharmalab Intersains Di Jakarta

“…Menurut Mathis dan Jackson (2006) indikator-indikator kinerja adalah (1) kuantitas output, (2) kualitas output, (3) jangka waktu output. Komitmen meningkatkan kepuasan kerja dan meningkatkan kinerja individu (Linz, 2002).…”