Recently there has been a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. The data used are from the 28 240 British employees in the Workplace Employee Relations Survey, 1997. This data set is larger and more recent than in any previous studies. Four measures of job satisfaction that have not previously been used are considered: satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement; and satisfaction with respect from supervisors. The paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations. One of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie...

Job satisfaction in Britain: individual and job related factors

In the modern era, organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the business must satisfy the needs of its employees by providing good working conditions.The objective of this paper is to analyse the impact of working environment on employee job satisfaction.The study employed a quantitative methodology. Data was collected through a self-administered survey questionnaire. The questionnaire is adopted from a previous validated survey. The target population consists of educational institutes, banking sector and telecommunication industry operating in the city of Quetta, Pakistan. Simple random sampling is used for collection of data from 210 employees.Theresults indicates a positive relationship between working environment and employee job satisfaction.The study concludes with some brief prospects that the businesses need to realize the importance of good working environment for maximizing the level of job satisfaction. This paper may benefit society by encouraging people to contribute more to their jobs and may help them in their personal growth and development. Hence, it is essential for an organization to motivate their employees to work hard for achieving the organizational goals and objectives.

https://cyberleninka.org/article/n/461929.pdf

Impact of Working Environment on Job Satisfaction

The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with increased stress for workers, accounting for its positive performance effects; and counteracting effects, which associates involvement with increased stress and dissatisfaction, reducing its positive performance effects. These are tested using the UK’s Workplace Employment Relations Survey 2004. Job satisfaction mediates the relationship between enriched job design and four performance indicators, supporting the mutual gains model; but HIM is negatively related to job satisfaction and this depresses a positive relationship between HIM and the economic performance me...

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Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being

Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction.

/pdf/high-involvement-management-high-performance-work-systems-4vw4v65e96.pdf

High Involvement Management, High Performance Work Systems and Well-being

Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers' overall job satisfaction and their satisfaction with pay.Design/methodology/approach – The paper uses British data from two different cross‐sectional datasets. It estimates probit models with overall job satisfaction and satisfaction with pay as subjective dependent variables.Findings – After controlling for personal, job and firm characteristics, it is found that several HRM practices raise workers' overall job satisfaction and their satisfaction with pay. However, these effects are only significant for non‐union members. Satisfaction with pay is higher where performance‐related pay and seniority‐based reward systems are in place. A pay structure that is perceived to be unequal is associated with a substantial reduction in both non‐union members' overall job satisfaction and their satisfaction with pay. Although HRM practices can raise workers' job satisfaction, if workpla...

Human resource management practices and workers' job satisfaction

Purpose – The purpose of this paper is to investigate the job satisfaction in relation to managerial attitudes towards employees and firm size using the linked employer-employee survey results in Britain. Design/methodology/approach – The authors first investigate the management-employee relationships and the firm size using maximum likelihood probit estimation. Next various measures of job satisfaction are related to the management-employee relations via maximum likelihood ordered probit estimates. Four measures of job satisfaction that have not been used often are considered. They are satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement and satisfaction with respect from supervisors. Findings – Main findings indicate that management-employee relationships are less satisfactory in the large firms than in the small firms. Job satisfaction levels are lower in large firms. Less satisfactory management-employee relationships in the large firms may be a...

https://www.econstor.eu/bitstream/10419/71627/1/741305992.pdf

Management-Employee Relations, Firm Size and Job Satisfaction

This paper investigates the job satisfaction in relation to managerial attitudes towards employees and firm size using the linked employer-employee survey results in Britain. We first investigate the management-employee relationships and the firm size using maximum likelihood probit estimation. Next various measures of job satisfaction are related to the management-employee relations via maximum likelihood ordered probit estimates. Four measures of job satisfaction that have not been used often are considered. They are satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement and satisfaction with respect from supervisors. Main findings indicate that management-employee relationships are less satisfactory in the large firms than in the small firms. Job satisfaction levels are lower in large firms. Less satisfactory management-employee relationships in the large firms may be a major source of the observed lower level of job satisfaction in them. These results have important policy implications from the point of view of the firm management while achieving the aims of their organizations in particular in the large firms in the area of management-employee relationships. Improving the management-employee relations in large firms will increase employee satisfaction in many respects as well as increase productivity and reduce turnover. The nature of the management-employee relations with firm size and job satisfaction has not been investigated before.

Recently there is a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labor market behavior such as productivity, quits and absenteeism. Recent work examined job satisfaction in relation to various factors. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. We use a unique data of 28 240 British employees Workplace Employee Relations Survey (WERS97). Our data set is larger and more recent than in the previous studies. The four measures of job satisfaction considered are satisfaction with influence over job, satisfaction with amount of pay, satisfaction with sense of achievement and satisfaction with respect from supervisors. Although the job satisfaction measures we use are somewhat different than those that are previously used in the literature, a number of results that are commonly obtained with international data are found to hold in our data set as well.

Job Satisfaction in Britain: Individual and Job Related Factors

Little empirical work has been done on the relationship of job satisfaction to work environment and the managerial attitudes towards employees. Employees’ well being is important to the firm. Analysis of job satisfaction may give insight into various aspect of labor market behavior, such as worker productivity, absenteeism and job turn over. This paper investigates the relationship of worker satisfaction, to the work environment and the worker relationship to managers. We use a unique data of 28 240 British employees, Workplace Employee Relations Survey (WERS97). In this data set the employee questionnaire is matched with the employer questionnaire. Four measures of job satisfaction are negatively related to the establishment size. Establishment size in return is related to the degree of flexibility in the work environment and the relationship with the supervisors. We find that, contrary to the previous results lower levels of job satisfaction in larger establishments can not necessarily be attributed to the inflexibility in the work environment. However, the weak employee-manager relationships may be a major source of the observed lower levels of job satisfaction in larger establishments.

Saziye Gazioglu

Papers

Job satisfaction in Britain: individual and job related factors

Management-Employee Relations, Firm Size and Job Satisfaction

Management-Employee Relations, Firm Size and Job Satisfaction

Job Satisfaction in Britain: Individual and Job Related Factors

Job Satisfaction, Work Environment and Relations with Managers in Britain