Employee job satisfaction in developing countries: The case of Kenya
TL;DR: In this paper, the organizational and social structure of the workplaces of technical workers in agriculture has been investigated to understand what produces satisfied agricultural technicians, which is also important for indirectly increasing agricultural production in these developing countries.
About: This article is published in World Development.The article was published on 1998-12-01. It has received 88 citations till now. The article focuses on the topics: Agricultural education & Agricultural communication.
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01 Jul 2005
TL;DR: The authors found that men and women value job flexibility differently and that once differences in the extent of job flexibility are accounted for, the gender composition of the workplace plays no role in determining the job satisfaction of women.
Abstract: Using data from the US, the determinants of overall job satisfaction are estimated as part of explaining 'the paradox of the contented female worker'. Confirming earlier studies women report higher job satisfaction than men and higher job satisfaction in workplaces dominated by women workers. The US data allow us to demonstrate that men and women value job flexibility differently and that once differences in the extent of job flexibility are accounted for, the gender composition of the workplace plays no role in determining the job satisfaction of women. Thus, women in female dominated workplaces may report higher job satisfaction because they value job flexibility and so choose to dominate the workplaces that provide job flexibility. Copyright 2005, Oxford University Press.
419 citations
Cites background from "Employee job satisfaction in develo..."
...The issue has been examined in dozens of countries including not only those in Europe and North America cited earlier but also in Kenya (Mulinge and Mueller, 1998), China (Loscocco and Bose, 1998), and Kuwait (Metle, 2001)....
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TL;DR: In this paper, the authors evaluated job satisfaction of employees in different pharmaceutical companies and found that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction.
Abstract: The Pharmaceutical sector plays a vital role in underpinning the economic development of a country. This study attempts to evaluate job satisfaction of employees in different pharmaceutical companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of pharmaceutical type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction. The overall job satisfaction of the employees in pharmaceutical sector is at the positive level. The nature of business operation, the work culture and the level of job satisfaction have undergone sea change for the pharmaceutical companies. As a business proposition initiated huge investment whereas majority of their stocks is going down bringing a high level of apprehension related to job security among its employees. This research paper highlights some of these problems and presents a picture of level of job satisfaction among employees of pharmaceutical companies. It also identifies unique issues of job satisfaction in the companies. Pharmaceuticals Companies are selected for the research because they are currently undergoing continued expansion. In order to gain competitive advantage and adapt to the dramatic changing environment, it is important for them to achieve management efficiency by increasing employee satisfaction in the organisation. Hence this research was mainly undertaken to investigate on the significance of factors such as working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors in affecting the job satisfaction. This paper presents a comprehensive diagnosis of job satisfaction indices of pharmaceutical business, the factors causing the dissatisfaction & suggestions to improve them.
360 citations
Cites background from "Employee job satisfaction in develo..."
...C.R.Reilly(1991) defines job satisfaction as the feeling that a worker has about his job or a general attitude towards work or a job and it is influenced by the perception of one’s job....
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TL;DR: In this article, the direct effect of performance pay schemes on job satisfaction for a representative sample of US workers was investigated and the role of gender was explored as an explanation for the results.
Abstract: This article estimates the direct effect of performance pay schemes on job satisfaction for a representative sample of US workers. Both individual performance pay and profit sharing are routinely associated with higher satisfaction even as the level of pay and a long list of other determinants are held constant. This result holds in panel estimates designed to control for fixed effects. When individual performance pay is disaggregated into five specific schemes, all but one associate with higher satisfaction and piece rates associate with lower satisfaction. The role of gender is explored as an explanation for the results.
128 citations
01 Jan 2013
TL;DR: In this paper, the broad contours of various variables responsible for employee satisfaction and various ways by which one can maximize employee satisfaction are discussed and discussed in a work environment that maintains employee job satisfaction as well as motivates people towards exceptional performance.
Abstract: Happy workers are productive workers and productive workers are likely to be happy. Employee job satisfaction is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization by keeping their workforce constantly engaged and motivated. Furthermore, environmental pressures, rising health costs and various needs of the workforce also pose a challenge for the management. This could be overcome by creating a work environment that maintains employee job satisfaction as well as motivates people towards exceptional performance at the workplace achieving work-life balance. This paper outlines the broad contours of various variables responsible for employee satisfaction and various ways by which one can maximize employee satisfaction.
81 citations
TL;DR: This article found that informal employment is likely to stay, is sometimes a voluntary choice, can offer better working conditions than formal employment, and is very heterogeneous and diverse, and discussed reasons for these puzzling facts and trends by focussing on incentives and constraints determining labour market outcomes.
Abstract: This paper provides a fresh look at informal employment, a phenomenon of renewed
interest to policy makers and researchers alike. It finds that informal employment is likely to
stay, is sometimes a voluntary choice, can offer better working conditions than formal
employment and is very heterogeneous and diverse. Reasons for these puzzling facts and trends
are discussed by focussing on incentives and constraints determining labour market outcomes.
“Reloading” informal employment argues for a re-thinking of the current policy agenda and
maps out important further directions for research.
76 citations
Cites background from "Employee job satisfaction in develo..."
...Other factors such as autonomy, flexibility, working hours, distance to work and opportunities offered in the informal sector also determine job satisfaction (Mulinge and Mueller 1998) and may lead workers to choose informal employment (Saavedra and Chong 1999)....
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References
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Book•
28 Apr 1989
TL;DR: The General Model, Part I: Latent Variable and Measurement Models Combined, Part II: Extensions, Part III: Extensions and Part IV: Confirmatory Factor Analysis as discussed by the authors.
Abstract: Model Notation, Covariances, and Path Analysis. Causality and Causal Models. Structural Equation Models with Observed Variables. The Consequences of Measurement Error. Measurement Models: The Relation Between Latent and Observed Variables. Confirmatory Factor Analysis. The General Model, Part I: Latent Variable and Measurement Models Combined. The General Model, Part II: Extensions. Appendices. Distribution Theory. References. Index.
19,019 citations
TL;DR: In this article, a general null model based on modified independence among variables is proposed to provide an additional reference point for the statistical and scientific evaluation of covariance structure models, and the importance of supplementing statistical evaluation with incremental fit indices associated with the comparison of hierarchical models.
Abstract: Factor analysis, path analysis, structural equation modeling, and related multivariate statistical methods are based on maximum likelihood or generalized least squares estimation developed for covariance structure models. Large-sample theory provides a chi-square goodness-of-fit test for comparing a model against a general alternative model based on correlated variables. This model comparison is insufficient for model evaluation: In large samples virtually any model tends to be rejected as inadequate, and in small samples various competing models, if evaluated, might be equally acceptable. A general null model based on modified independence among variables is proposed to provide an additional reference point for the statistical and scientific evaluation of covariance structure models. Use of the null model in the context of a procedure that sequentially evaluates the statistical necessity of various sets of parameters places statistical methods in covariance structure analysis into a more complete framework. The concepts of ideal models and pseudo chi-square tests are introduced, and their roles in hypothesis testing are developed. The importance of supplementing statistical evaluation with incremental fit indices associated with the comparison of hierarchical models is also emphasized. Normed and nonnormed fit indices are developed and illustrated.
16,420 citations
Book•
01 Jan 1964
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
Abstract: In his landmark study of exchange and power in social life, Peter M. Blau contributes to an understanding of social structure by analyzing the social processes that govern the relations between individuals and groups. The basic question that Blau considers is: How does social life become organized into increasingly complex structures of associations among humans. This analysis, first published in 1964, represents a pioneering contribution to the sociological literature. Blau uses concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones. The principles of reciprocity and imbalance are used to derive such processes as power, changes in group structure; and the two major forces that govern the dynamics of complex social structures: the legitimization of organizing authority of increasing scope and the emergence of oppositions along different lines producing conflict and change.
16,278 citations
TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors was developed to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and to evaluate the effects of job changes on employees.
Abstract: The properties and uses of the Job Diagnostic Survey (JDS) are described The JDS is intended (a) to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and (b) to evaluate the effects of job changes on employees The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs) Reliability and validity data are summarized for 6S& employees on 62 different jobs in 7 organizations who have responded to a revised version of the instrument
6,555 citations