Showing papers on "Job security published in 2006"

Predicting Perceived Employability: Human Capital or Labour Market Opportunities?

Abstract: Employability is believed to be a crucial concept concerning employees’ job security. This study investigates whether factors associated with human capital and the dual labour market predict percei ...

Social inequalities in health. New evidence and policy implications

Abstract: Health inequalities according to people's social standing are persisting, or even growing, in modern societies. Recent decades have revealed evidence of strong variations in life expectancy, both between countries and within them. This widening of social inequalities has developed despite considerable progress in medical science and an increase in health care spending. The reasons behind this are complex, and the implications considerable. This book provides a summary of the major achievements of a five-year European Science Foundation (ESF) Programme on 'Social Variations in Health Expectancy in Europe'. The contributors are major figures in their subjects, and combine state of the art reviews with the latest results from interdisciplinary research in epidemiology, sociology, psychology and biomedicine. Three conceptual frameworks of life course influences, health effects of stressful environments, and macro social determinants of health, are unified, while each chapter addresses the policy implications and recommendations derived from currently available evidence. The major topics covered include the role of family in early life, social integration and health, work stress and job security, successful ways of facing adversity, and the impact of the larger environment on health. Epidemiologists, public health research and policy makers, and students of related public health and sociology courses wlll find the results of this research fascinating.

The Welfare State in the European Union: Economic and Social Perspectives

Abstract: This book offers an account of the performance of the welfare state in the European Union, and explores its future prospects in an ever evolving setting. The objectives of the welfare state are twofold: to relieve poverty and to provide a sense of security for everyone. It can be shown that over the last four decades the welfare state has been quite successful in achieving these objectives, more visibly in the Nordic countries than in the Southern or the Anglo-Saxon ones. But today the welfare state is at a crossroad. It is facing a variety of challenges that include demographic aging, the changing role of families, increased opportunism, economic integration and declining job security. All these challenges call for a drastic reform of the welfare state, one that requires more control of abuses and more accountability. The authors that it is crucial that all the components of the welfare state be made as efficient as possible, and that if a choice has to be made between alleviating poverty and protecting individuals against lifetime risks, priority should be given to the first objective. This book devotes a chapter to each of the main social protection programs: health care, unemployment insurance, pensions and child policies. In addition, special consideration is given throughout to the necessary interdependence among the State, the market and the family.

The antecedents and consequences of psychological empowerment among Singaporean IT employees

Abstract: Purpose – The aim of this study is to examine some of the antecedents and consequences of psychological empowerment among Singaporean IT employees.Design/methodology/approach – Ninety‐nine employees from the Singaporean subsidiary of an American multinational organisation participated in this study. An ordinary least square (OLS) regression analysis was used to investigate the role of access to information, employee participation, supervisory social support and job security on predicting psychological empowerment. OLS regression was used also to examine the role of psychological empowerment on organisational commitment and job satisfaction. Moderated multiple regression was used to assess the moderating effect of supervisory social support on the relationship between job satisfaction and psychological empowerment.Findings – The findings of this study have shown that several factors are antecedents of psychological empowerment and that empowerment can increase organisational commitment and job satisfaction...

Do psychological contracts include boundaryless or protean careers

Abstract: Purpose – To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one sample of aerospace employees.Design/methodology/approach – Structured questionnaires were used to collect data. Regression analysis was used to test hypotheses.Findings – Most employees consider traditional career goals like job security and upward mobility important, but believed the organization failed to meet these perceived obligations. Perceived violations of psychological contract obligations for job security and training reduced organizational commitment, and violations of perceived upward mobility opportunity obligations were related to intentions to leave. Employees' commitment to managers moderated the effect of low levels of organizational career contract violations, but had no effect on intentions to leave if managers violated psychological career contracts or if the organization had a high level of percei...

Job security and work absence : evidence from a natural experiment

Abstract: We analyze the consequences for sickness absence of a selective softening of job security legislation for small firms in Sweden in 2001. According to our differences-in-difference estimates, aggregate absence in these firms fell by 0.2-0.3 days per year. This aggregate net figure hides important effects on different groups of employees. Workers remaining in the reform firms after the reform reduced their absence by about one day. People with a high absence record tended to leave reform firms, but these firms also became less reluctant to hire people with a record of high absence.

New Organizational Forms, Human Resource Management and Structural Convergence? A Study of Japanese Organizations

Abstract: The prolonged, 10-year, economic downturn in Japan has had far-reaching implications for structure and human resource management (HRM) practices in Japanese organizations. In particular, the demise of hierarchical and group structures has been predicted, together with the end of distinctive HRM features such as lifetime employment and seniority-based pay. Using interview-based empirical data with a variety of Japanese organizations, this paper argues that such organizations are indeed moving towards flatter, less hierarchical structures. Moreover, there are marked shifts in HRM practices. In particular, the seniority-based pay system has been subject to reform. However, other practices have proved considerably more robust than the popular literature would suggest. For example, the lifetime employment system, although under significant pressure, remains largely intact. Indeed, we will argue that certain other key practices are being sacrificed to maintain job security.

The nursing shortage: is it really about image?

Abstract: A poor public "image" of the nurse is believed to contribute to nurse shortages. We surveyed more than 3,000 college students in science and math courses in a seven-county region of California's Central Valley to assess their perceptions of a career as a nurse in relation to a career as a physical therapist, a high school teacher, or a physician. Students generally had favorable perceptions of nursing, with two-thirds agreeing that nursing has good income potential, job security, and interesting work. However, nursing lagged behind the other occupations in perceptions of independence at work and was more likely to be perceived as a "women's" occupation. Our findings suggest that these college students have generally gotten the message that nursing is a financially rewarding and desirable career, although they also perceive nursing to be less attractive on some important occupational characteristics such as job independence. Unless nursing training capacity expands substantially, the projected nurse shortage will occur. With continued aggressive marketing of nursing as a career, there is a risk of engendering a backlash from prospective students frustrated in their effort to find a slot in a nursing training program. Much work remains to be done to alter the image of nursing as a women's occupation and to transform the work environment of nurses to make a career in nursing more attractive.

Temporary agency work and HRM in Australia

Abstract: Purpose – The purpose of this paper is to examine the management of agency workers in Australia and, in particular, to identify the challenges presented to HRM by agency work.Design/methodology/approach – After briefly reviewing the data on the incidence and growth of agency work in Australia, this paper examines the role of agency work in Australia from the perspective of the industry. Then it reviews both the evidence concerning the reasons for client organisations using agency workers and the attitudes of agency workers to their work. The paper concludes by assessing the implications of these findings for both for HR managers and HRM in general.Findings – When the attitudes and preferences of agency workers are compared with those of direct employees it is found that agency workers are no more satisfied with their level of flexibility than direct workers and are in fact less satisfied with their job security, skill utilization and development, pay, autonomy and influence at work. Given these findings, ...

Career anchors: distribution and impact on job satisfaction, the Israeli case

Abstract: Purpose – The purpose of this paper is to examine the career anchor concept developed by Edgar Schein.Design/methodology/approach – The paper focuses on the distribution of the eight career anchors, on a large heterogeneous sample and the differences in the distribution by gender and type of employment; and the impact of the congruence on job satisfaction between a person's career anchor and his job setting. The sample consists of 1,847 Israeli men and women who completed Schein's Career Anchor Inventory questionnaire. They also provided biographical data and indicated their level of job satisfaction. A new measure is developed and validated to assess the congruence between a person's career anchor and his job.Findings – The most prevalent career anchor in the sample is lifestyle with the technical/functional anchor, second. Major differences were found between the self‐employed and salaried workers in four anchors. Significant differences between men and women are found in all but two career anchors: tec...

Effects of wage and promotion incentives on the motivation levels of Japanese employees

Abstract: Purpose – This study aims to focus on the incentive effects in Japanese organizations where job security is valued. In particular, the study seeks to investigate the relative strengths of the effects of wage and promotion incentives on employees' motivation.Design/methodology/approach – A survey was conducted involving 1,823 Japanese employees working at the group companies of Toyota Motors. Multiple regression analyses were performed to separately analyze the effects on white‐collar (n=928) and blue‐collar (n=818) workers.Findings – The results showed that both promotion and wages positively influence employees' work motivation. A comparison of the relative strengths of the effects reveals that fair promotion was a more powerful motivator than wage level and wage increase.Originality/value – The reason why fairness in promotion was more effective than wage to motivate employees was discussed in light of the unique career system existing in Japanese companies and the agency problems between companies and ...

How much does education matter and why? The effects of education on socio-economic outcomes among school-leavers in the Netherlands

Abstract: This article explores the total (measured and unmeasured) impact of education on some of the main socio-economic outcomes (that is, employment opportunities, job security and wages) among school-leavers who finished upper secondary or tertiary education in the Netherlands. The empirical analysis shows that the effects of education are typically underestimated in labour market research. Education has a large impact on all outcomes under investigation. Apart from level of education, the selectivity of the study programme turns out to affect socio-economic outcomes, although the effects of the latter educational characteristic are only significant in the private sector. Differences between schools do not have an impact on wages and job security, but they do to some extent affect employment opportunities.

School Psychologists' Job Satisfaction A 22-Year Perspective in the USA

Abstract: School psychologists have consistently been found to have high levels of job satisfaction. The purpose of this study was to identify the current level of job satisfaction for practicing school psyc...

The Effects of Prolonged Job Insecurity on the Psychological Well-Being of Workers.

Abstract: Job insecurity has been increasing since the 1980s. While researchers have found job insecurity to be negatively associated with multiple indicators of well-being for workers and their families in cross sectional studies, less is known about the long term effects of prolonged job insecurity. Specifically, there is a need to collect measures of both insecurity and its consequences at multiple time periods. The current study followed workers for 3 1/2 years to assess the effects of chronic job insecurity on psychological distress. Results indicate that while workers reported increased feelings of security over time, there were longer term negative effects on workers' depression levels. The importance of government regulations to decrease insecurity is discussed. Keywords: job insecurity, well-being, workers, psychological distress ********** As employment continues to shift in the U.S., more and more workers face uncertainty in their jobs. Almost four million U.S. workers who were previously in long tenured positions were displaced from their jobs between 1997 and 2000 (Helwig, 2004). One important reason for this shift is increasing global competition. The search for cheap labor and greater profits has resulted in the restructuring of the economy from manufacturing to service industries (Mishel, Bernstein & Allegretto, 2005). The service and retail industries accounted for 83.3% of all new jobs between 1989 and 1995. At the same time, the manufacturing industry, once considered the most stable employer in the U.S. for non-college educated workers, declined in the 1990s, losing over 2 million jobs between 1980 and 1995 (Mishel, Bernstein & Schmitt, 1997). Blue collar workers were hit hard between 2000 and 2003 as well, losing another 2.7 million jobs in just a three year period (Mishel, Bernstein & Allegretto, 2005). Job insecurity is not reserved for those workers whose employment is immediately threatened, however. Job insecurity is defined as a subjective perception of feelings of insecurity about the future of one's employment (Witt, 2005). Perceived job insecurity results when "workers come to doubt the continued existence of their jobs in the future" due to economic or organizational change (Reynolds, 2000, p.5). While job insecurity is especially relevant in the context of a corporation that is experiencing downsizing, perceived job insecurity is also experienced by workers in seemingly unthreatened job situations (Sverke & Hellgren, 2002). In a national survey in 1996, for example, 79% of respondents said that "every time" they heard about a company downsizing they worried about their own job, regardless of whether their own job was personally threatened (Andolsen, 1998). Therefore, the term "job insecurity" can be used to represent feelings associated with an actual threat to one's job, such as a lay off notice, or a more general perception by workers of job risk. Such findings are consistent with the central idea behind stress research, that the anticipation of a stressful event represents an important source of psychological distress equal to an actual event experienced (Lazarus & Folkman, 1984). Conceptual Framework While there is a growing body of research addressing short term job insecurity and its negative effects on workers and their families, there are many theoretical gaps in our understanding of the potential longer term consequences for workers who experience prolonged job insecurity. The current study is an attempt to address these gaps. Three important conceptual issues will be addressed in this paper. First, most studies that have examined the consequences of job insecurity have been cross-sectional, "relating job insecurity to its potential outcomes within a single data collection wave. This means that very little is known about the long term effects of job insecurity" (Sverke & Hellgren, 2002, p.33). The few longitudinal studies that have examined prolonged job insecurity have largely looked at only two points in time. …

Job Security Does Affect Economic Efficiency: Theory, A New Statistic, and Evidence from Chile

Abstract: The extensive empirical macro- and micro-level evidence on the impact of job security provisions is largely inconclusive. We argue that the weak evidence is a consequence of the weak power of statistics used, which is suggested by a dynamic theory of plant-level labor demand that we develop. This model speaks clearly on one issue: firing costs drive a wedge between the marginal revenue product of labor and its marginal cost. We examine changes in this gap as our test statistic. It is easy to compute and has a welfare interpretation. We use census data of Chilean manufacturing firms for the years 1979-1996 to look for real effects induced by two significant increases in the costs of dismissing employees. Similar to previous findings in other data, the traditional labor demand statistics provide little evidence of a negative impact from increases in firing costs. While we find no evidence that gaps increase for inputs that are not directly affected by firing costs, we find large and statistically significant increases in the mean and variance of the within-firm gap between the marginal revenue product of labor and the wage for both blue and white collar workers.

Wage Inequality and Job Insecurity among Permanent and Contract Workers in India: Evidence from Organized Manufacturing Industries

Abstract: Since the early 1990s, the employment structure of organised manufacturing industries in India has undergone substantial changes with the steep rise in the use of contract workers in place of permanent workers. This process has led to increased wage inequality, discrimination as well as the concern of job insecurity in the labour market. We focus on the wage inequality between permanent and contract workers, since contract workers earn substantially lower wages than their counterpart. The study uses data at the individual level from a recent labour survey of organised manufacturing industries in India. The lower wage earned by contract worker is largely due to cost cutting, rather than differences in labour productivity. The issue of job insecurity has been modeled in form of a binary logistic model. The factors affecting job security are divided as productivity related attributes like level of education, skill etc. and institutional attributes such as labour market rules and regulations, union membership etc. Contrary to the general expectation the study finds that permanent workers are more concern of job insecurity than contract workers.

Mortality, mass-layoffs, and career outcomes: an analysis using administrative data

Abstract: Seemingly short-term labor market shocks, such as job displacements, can have persistent effects on workers’ earnings, employment, job stability, consumption, and access to health insurance. A long literature suggests such changes in workers’ socioeconomic conditions can have potentially important effects on health outcomes, but existing studies associating job loss to health status face several problems of measurement and identification. This paper uses a large longitudinal administrative data set of quarterly earnings and employer records matched to information on individual mortality outcomes to estimate the long-term effect of a job loss during a mass layoff on mortality. ; We find that a job loss leads to a 15-20% increase in the probability of dying in the 20 years following a job loss. The initial and the long-run responses are particular pronounced. To examine the channels of the mass layoff effect, we exploit the panel nature of our data – covering over 15 years of earnings – to analyze the correlation of long-run career conditions, such as the average and the variance of earnings, with mortality, something not possible with typical data sets. A lasting decrease in earnings and a rise in earnings instability due to mass layoffs have the potential to explain a significant fraction of the effect of a job loss on mortality.

Proposed Subcontractor-Based Employee Motivational Model

Abstract: The intent of this research was to identify the factors that promote positive motivational behavior in construction subcontractor crews. The factors affecting motivation, goal-setting, workforce needs, and incentives were investigated to determine the attributes for a subcontractor employee motivational model. A survey addressing these four categories was distributed to subcontractor foremen and supervisors to establish a list of motivational factors. The statistical analysis of the survey results aided in the final development of the proposed subcontractor based employee motivational model, which includes such components as confidence and competence as being reinforced by quality of work, incentives, safe performance, praise, and a sense of belonging. The proposed model provides industry practitioners with another level of understanding of the motivation sequence of the subcontractor's labor force. Perhaps the most interesting finding was related to the attributes found in relation to workforce needs. A common link "feeling of being a member of the team/crew" was discovered between "praise" and "job security." It was surmised that essentially a worker must first receive praise before they feel as if they are a member of the team/crew and once they feel like a member of the team, they then begin to acquire feelings of job security. The results of this study further reinforce the findings of several previous behavioral studies. Future research should attempt to validate the model using a larger sample size incorporating multiple general contractors.

Employment and Decent Work in the Era of 'Flexicurity'

Abstract: This paper challenges the conventional wisdom that the dynamism of employment is always contradictory to the enforcement of some forms of security for workers. Contemporary theorizing now recognizes the specificity of the wage-labour nexus. Consequently, minimum security is required for good economic performance by firms and national economies. A comparative analysis of OECD countries shows that the extended security promoted by welfare systems has not been detrimental to innovation, growth and job creation. Developing countries cannot immediately catch up with the emerging standards of flexicurity but the methodology of employment diagnosis might help them in designing security/flexibility configurations tailored according to their domestic economic specialization, social values and political choices.

The Nordic Osh Model at a Turning Point

Abstract: This paper examines the emergence and development of the ‘Nordic model’ of occupational safety and health. The model emerged during the 1970s and since then has been used to regulate the working environment and occupational safety and health in Nordic countries (Denmark, Finland, Iceland, Norway and Sweden). The model, both innovative and future-oriented, stemmed from labour contract negotiations of the 1930s, and was based on a ‘three-pillar’ system involving employers, employees and government.The paper goes on to examine the fragmentation of the Nordic model during the 1990s, which resulted in a shift away from the former reflexive practice based on common ideas, tripartism and job security, towards principles of flexibility, thereby leaving important aspects of occupational safety and health to be regulated by market forces rather than institutional actors.The paper concludes with a look at how the Nordic occupational safety and health model may develop in the coming years.

Testing a “Push–Pull” theory of work commitment among organizational professionals

Abstract: Writers have suggested that the current trend toward decreased job security requires employees to commit more strongly to newly “professionalized” occupations to compensate for social and resource support no longer received from their employers. And it has sometimes been implied that such a shift toward increased professional commitment will arise naturally as organizational commitment is whittled away by perceived job insecurity. We propose that job insecurity does not automatically push the employee toward professional commitment, but rather that such commitment stems from the pull of perceived occupational professionalization. We construct a nonrecursive model proposing relationships between job insecurity, perceived professionalization, and both organizational and professional commitment. This model is supported (using structural equation modeling) in a study of 622 employees in 3 occupations: corporate law, human resource management, and computer programming, all of which can be considered professions or semiprofessions. Finally, we suggest how occupations can be fashioned better to support employees when faced with job insecurity and job loss.

Job Security Does Affect Economic Efficiency: Theory, A New Statistic, and Evidence from Chile

Abstract: The extensive empirical macro- and micro-level evidence on the impact of job security provisions is largely inconclusive. We argue that the weak evidence is a consequence of the weak power of statistics used, which is suggested by a dynamic theory of plant-level labor demand that we develop. This model speaks clearly on one issue: firing costs drive a wedge between the marginal revenue product of labor and its marginal cost. We examine changes in this gap as our test statistic. It is easy to compute and has a welfare interpretation. We use census data of Chilean manufacturing firms for the years 1979-1996 to look for real effects induced by two significant increases in the costs of dismissing employees. Similar to previous findings in other data, the traditional labor demand statistics provide little evidence of a negative impact from increases in firing costs. While we find no evidence that gaps increase for inputs that are not directly affected by firing costs, we find large and statistically significant increases in the mean and variance of the within-firm gap between the marginal revenue product of labor and the wage for both blue and white collar workers.

An Expectation of Continued Success: The Work Attitudes of Generation Y

Abstract: A popular mythology has emerged about the ‘Generation Y’ worker: Generation Y workers are uncommitted to their jobs and their employers and have unreasonably high expectations from their jobs; Generation Yare individualistic and reject the collective underpinning of trade unionism. This article explores one factor that may have caused Generation Y to have work attitudes and expectations that are different from previous generations: the increase in student employment. Student employment has increased in incidence, duration and intensity and, for university students, occurs in a setting very different to their intended occupation. These developments have changed young people's socialisation into work. A survey investigated the work attitudes and expectations of 890 final-year undergraduates. Approximately three in four students were working. Students who were working were found to have lower levels of work centrality and higher expectations of job quality, job security, and individual bargaining th...

Choosing a System of Unemployment Income Support: Guidelines for Developing and Transition Countries

Abstract: Mounting evidence suggests that excessive job protection reduces employment and labor market flows, hinders technological innovations, pushes workers into the informal sector, and hurts vulnerable groups by depriving them of job opportunities. Flexible labor markets stimulate job creation, investment, and growth, but they create job insecurity and displace some workers. How can the costs of such insecurity and displacements be minimized while ensuring that the labor market remains flexible? Each of the main unemployment income support systems (unemployment insurance, unemployment assistance, unemployment insurance savings accounts, severance pay, and public works) has strengths and weaknesses. Country-specific conditions, chief among them labor market and other institutions, the capacity to administer each type of system, and the size of the informal sector, determine which system is best suited to developing and transition countries.

Job Security and Income Smoothing: An Empirical Test of the Fudenberg and Tirole (1995) Model

Abstract: Fudenberg and Tirole (1995) analytically demonstrate that income smoothing can arise in equilibrium if managers are concerned about job security. Consistent with their model, DeFond and Park (1997) show that managers smooth income in consideration of both current and future relative performance. We provide more direct evidence on whether job security results in income smoothing. More specifically, we hypothesize that the extent of income smoothing will vary directly with managers' job security concerns (proxied by the degree of competition in firms' product markets, product durability, and capital intensity). Our results are consistent with our predictions and add to the literature on income smoothing.

Taking the high road

Abstract: With real wages stagnating and job security elusive for many U.S. workers, the American dream of an improved standard of living for each generation is in jeopardy. The author argues that, although many companies seek to become competitive primarily by reducing costs such as labor, there is another option. A substantial body of research, he reports, indicates that companies that invest in their workforces to build knowledge-based organizations can achieve a return on their investment through higher productivity and profitability. The author cites the example of Continental Airlines Inc., which after an era under Frank Lorenzo that was marked by wage cuts and bankruptcy, experienced improved performance and reputation under a new leadership team with a more collaborative management approach. Southwest Airlines Co. and JetBlue Airways Corp. are also examples of airlines that pursue a high-trust, knowledge-based strategy, while Toyota Motor Corp. and Kaiser Permanente are examples from other industries. Executives interested in building knowledge-based organizations can create momentum for their initiatives in several ways: by carefully documenting the gains from knowledge-based strategies, by encouraging employee representation in corporate governance matters, and by working with other leaders to approach problems that no single company can solve alone.

Flexibility on whose terms

Abstract: Purpose – As part of an ongoing project on worker well‐being, this paper aims to examine the application of flexible work arrangements through the experiences of core workers in a small, European‐owned, New Zealand manufacturing firm.Design/methodology/approach – A participatory action research approach is taken.Findings – The research reveals that flexible employment arrangements utilised in this firm did not afford protection to core workers as theory suggests. Both core and peripheral workers were exposed to pressure primarily to extend their hours of work and to reduce their expectations regarding remuneration. Production level increases were not reflected in increases in numbers of core workers; in fact perceived job security was low. Core workers felt pressure to work extended hours out of their commitment to the firm, each other, and to maintain their own employment.Practical implications – The use of more democratic processes inherent in action research oriented at workplace well‐being are shown t...

Job characteristics as determinants of job satisfaction and labour mobility

Abstract: This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel (GSOEP) in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job, which are qualified as status, physical strain, autonomy, advancement opportunities, social relations at the work place, work time and job security. The effects of these factors on job satisfaction, job search and quits differ. For example, job insecurity reduces job satisfaction, increases the subjective probability of job search but it decreases quits. In circumstances of higher job insecurity it seems to be hard to find a job to quit into. Regressing job satisfaction, job search and quits on the detailed job characteristics shows that, when judging from the number of statistically significant coefficients, the job characteristics explain satisfaction best, while it is harder to explain job search and quits by these characteristics. Job satisfaction, however, is confirmed as a strong predictor of job search and quits after controling for both, individual fixed effects and a set of detailed job characteristics.

Identification, Job Satisfaction and Work Motivation among Tutors at the Open University of Israel.

Abstract: Tutors working for The Open University of Israel (OUI), a distance learning institution, are often the only academic staff who have direct contact with students. Their performance is therefore crucial for the university. The nature of their job, however, might hinder optimal performance: they are temporary and part time employees, and thus have low job security. Their academic freedom is limited and, in most OUI learning centers, they are professionally isolated. These factors can negatively affect tutors' organizational identification, job satisfaction, and motivation. This study is focused on two sets of variables that serve as possible predictors of identification, satisfaction, and motivation: (1) role perceptions (job importance and job richness); and (2) organizational attachment (relations with the university, attentiveness of the university and the university's appreciation of their work). Seventy-one (n = 71) tutors completed a general survey. Regression analysis and path analysis revealed that identification and job satisfaction were well predicted by job importance and organizational attachment, while work motivation was not. Theoretical and practical implications are discussed.