Three essays on job satisfaction, meat consumption and transgenic soybean

Abstract

The 2014 edition of the China Family Panel Studies dataset is used to show how perceptions of job satisfaction, promotion satisfaction and social status vary based on individua l treatment in the labor market. A Mincer Earnings Function is used to generate expected wages for each worker based on his or her education, work experience, and region. The unexplained wagethe difference between actual and expected wages-is a measure of the individual worker's treatment. Workers paid less than expected based on their skills are considered to be treated relatively poorly while those paid more than expected are treated atypically well. Similar to studies based on market economies, Chinese perceptions of job satisfaction, promotion satisfaction and social status are nearly uncorrelated with market information. Both observed and unexplained higher individual wage relative to the expected market wage positively affects the three employment perception measures, and the effects of income inequality differ by its observability; holding the unexpected wage constant, old workers are more inclined to report higher level of job satisfaction and social status than their young counterparts, and the old, female, rural and educated workers experience higher level of job satisfaction and social status, and the old, female and rural workers report higher level of promotion satisfaction. Workers in government departments report the highest level of job satisfaction, promotion satisfaction and social status.

The Impact of High Commitment Human Resource Management on Job Satisfaction: The Mediating Role of Job Autonomy

“…At the same time, a few scholars have pointed out that the job satisfaction scale is very complex and it is better to use a combination of these two measures (Feng Jin and Qin Qiwen, 2009). [3] The study of job satisfaction is often combined with motivation and equity theories. Equity theory suggests that job satisfaction is the conclusion that employees reach after comparing their own gains with those of their colleagues.…”