Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas, Janina; Wyrwa, Joanna

doi:10.24136/eq.2020.025

Cited by 18 publications

(14 citation statements)

References 65 publications

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“…However, autonomy, or freedom to decide how to do the work, is not a statistically significant determinant of job satisfaction in our study, whereas previous literature shows that autonomy positively affects the outcome (Jędrzejczak-Gas and Wyrwa, 2020; Griffin et al ., 2012). Jędrzejczak-Gas and Wyrwa (2020) and Lambert et al . (2013) also find that workers who have the necessary information to do the job well are happier with their jobs.…”

Section: Resultscontrasting

confidence: 99%

Gender differences in the association between job characteristics, and work satisfaction and retention

Milovanska-Farrington

2023

AJB

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PurposePrevious research shows a positive effect of job satisfaction and retention on both workers’ and organizations’ welfare, it is important to understand whether the characteristics of a job and workers’ perceptions of certain job traits can predict job satisfaction and retention in an organization. This paper explores the effect of 18 job characteristics on the likelihood that a worker is satisfied with his or her job, the chance that he or she looks for an alternative employer in the following year and the number of years employed by the same organization.Design/methodology/approachThe author adds to the current state of the literature on the importance of job characteristics in several ways. First, the author utilizes a list of 18 job characteristics or perceptions, which to the best of our knowledge is one of the most extensive sets of characteristics that has been considered. This allows us to examine lots of aspects of the job, and their connection to the outcomes of interest. Second, the author uses not only basic regression methods but also ordered Logit specifications to obtain more precise estimates of the effect of job characteristics on job satisfaction and workers’ propensity to look for a new job. Third, the author considers the possibility that a combination of job characteristics, rather than a single factor, influences the level of satisfaction with the job and retention, measured by the likelihood that a worker plans to look for an alternative job in the following year and the years at the current job. The author explores the latter through principal component analysis. Fourth, the author explores gender differences in the effect of job characteristics on job satisfaction and retention. Finally, the author discusses the implications of this research to policy decision-making and managerial decisions.FindingsThe author finds that personal development opportunities and job security are positively related to job satisfaction, and negatively related to the likelihood of looking for a new job. Opportunities for personal development have a stronger effect on job satisfaction of men than women. Male workers’ job satisfaction also depends on whether they are given enough time to complete assigned tasks. The perception of security in the current job, having reliable coworkers and receiving sufficient help in a job make it less likely for women to perform a job search. Fringe benefits encourage workers of both genders to stay in an organization longer. Job security also has a positive relationship with the years in a given job for women, but not for men.Originality/valueThe findings have implications for managers and policy decision-makers. For managers, it is important to be aware of the value male and female workers place on different job characteristics, because a number of studies show the importance of job satisfaction on the success of companies (Porter et al. 1977; Mobley et al., 1979; Tett et al. 1993; Posner et al. 1993), and the author shows that job satisfaction depends on different characteristics for men and women. In addition, managers’ awareness of the findings related to the factors that are likely to retain workers in a company is important because of the costs of recruiting new workers, including hiring, training and opportunity costs. For policy considerations, programs that help in matching employers with potential workers are likely to find good fits for both sides of the labor market if they direct women to jobs that provide more security, opportunities for personal development, and help at work. Jobs that offer more time to complete tasks would retain and increase the chance of keeping male workers satisfied with their job.

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Section: Resultscontrasting

confidence: 99%

Gender differences in the association between job characteristics, and work satisfaction and retention

Milovanska-Farrington

2023

AJB

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“…The motivational variables consider work dedication, work centrality, ambition, etc. as predictors of career success outcomes (England and Whitely, 1990;Jędrzejczak-Gas and Wyrwa, 2020;Nguyen et al, 2021), while organizational variables explain the influence the organization's size, ownership, industry, location, etc. have on career success (Cox and Harquail, 1991;Cox and Nkomo, 1991).…”

Section: Literature Reviewmentioning

confidence: 99%

Research Topics in Career Success throughout Time: A Bibliometric Analysis

Jansen

Dima

Biclesanu

et al. 2022

Management &Amp; Marketing

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Since the 1960s, career success has been extensively studied from different angles. This paper aims to identify the main topics of interest covered by the literature throughout time frames defined based on the number of article citations. A Scopus database search was performed in November 2021, gathering 926 articles on career success that were analyzed in VOSviewer. The results show that several concepts were constant over the years, such as mentoring, mobility, income, education, gender, and culture, while other topics of interest were introduced more recently (e.g., career satisfaction, change, personality, networking, the link between the private and professional life, the relationship between objective and subjective career success). An understanding of historical career success research topics contributes to the development of future human resources strategies and policies.

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“…In recent years, one can notice a growing interest in the empirical studies on counterproductive work behaviors and their impact on the functioning of the organization (Lee et al, 2005a;Jędrzejczak-Gas & Wyrwa, 2020). The negative consequences can be mitigated via the relevant mangerial support regarding the changes in business surroundings (Mishchuk et al, 2022;Piecuch & Szczygieł, 2021).…”

Section: Counterproductive Work Behaviorsmentioning

confidence: 99%

Personality traits and counterproductive work behaviors: the moderating role of demographic characteristics

Szostek¹,

Balcerzak²,

Rogalska³

et al. 2022

Economics &Amp; Sociology

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The main objective of the current contribution is to determine how the personality traits (Extraversion, Neuroticism, Conscientiousness, Agreeableness and Openness to experience) influence counterproductive work behaviors (CWB), and whether/to what extent this potential impact is moderated by employees’ main demographic characteristics. To reach the pointed aim a survey among 1,380 professionally active people in Poland was conducted. Structural Equation Modeling (SEM) methodology was applied to analyze the obtained empirical data. The proposed theoretical models were intended to determine how particular types of personality affect organizational and interpersonal CWB and how those types of personality affect CWB (Production deviance, Abuse against others, Theft, Sabotage, Withdrawal) with potential moderating effects of demographic features. We confirmed that personality traits have an inverse relationship with counterproductive behavior. The strongest predicators of interpersonal and organizational CWB were: Conscientiousness (the correlation in both cases is negative), Agreeableness (only in the case of CWB-I – negative correlation), Neuroticism (CWB-O – negative correlation) and Extraversion (CWB-I – positive influence; CWB-O - negative influence). With regard to the subjective CWB categories, Agreeableness reduced Abuse against others the most, Openness to experience increased Withdrawal, and Extraversion – Abuse against others, while Neuroticism and Conscientiousness reduced Withdrawal the most. The pointed relationships were significantly moderated by the analyzed demographic variables, with most significant moderating effects recorded in the case of women, the elderly and people with longer work experience, as well as in office / clerical positions (compared to those holding managerial positions).

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Determinants of job satisfaction in a transport company: a Polish case study

Cited by 18 publications

References 65 publications

Gender differences in the association between job characteristics, and work satisfaction and retention

Gender differences in the association between job characteristics, and work satisfaction and retention

Research Topics in Career Success throughout Time: A Bibliometric Analysis

Personality traits and counterproductive work behaviors: the moderating role of demographic characteristics

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