Do job disamenities raise wages or ruin job satisfaction?

Böckerman, Petri; Ilmakunnas, Pekka

doi:10.1108/01437720610672185

Cited by 54 publications

(28 citation statements)

References 27 publications

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“…Hence, employees’ subjective valuations of their working conditions can differ greatly from the ones that have been stipulated in the collective agreements by the central organizations of employees and employers. Accordingly, our earlier evidence points out that perceived working conditions have a very minor role in the determination of individual wages in the Finnish labor market (Böckerman and Ilmakunnas 2006), in contrast to what the theory of compensating wage differentials would imply. Instead, adverse working conditions substantially increase the level of job dissatisfaction and the perception of unfairness of pay.…”

Section: Introductionmentioning

confidence: 71%

Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Böckerman¹,

Ilmakunnas

2008

Industrial Relations

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128

101

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We analyze the potential role of adverse working conditions at the workplace in the determination of employees' quit behavior. Our data contain both detailed information on perceived job disamenities, job satisfaction, and quit intentions from a cross-section survey and information on employees' actual job switches from longitudinal register data that can be linked to the survey. Reduced-form models show that employees facing adverse working conditions tend to have greater intentions to switch jobs and search for new matches more frequently. Multivariate probit models point out that job dissatisfaction that arises in adverse working conditions is related to job search and this in turn is related to actual job switches.JEL Classification: J28, J31, J64.

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Section: Introductionmentioning

confidence: 71%

Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Böckerman¹,

Ilmakunnas

2008

Industrial Relations

Self Cite

128

101

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“…20 Authors discuss that adverse working conditions also contribute to the absences, mainly when there is an interaction with inadequate salaries and lack of employee appreciation in the work environment. 2 However, the possible survivorship bias should be considered, since contract workers are more likely to be dismissed after long absences. Time of activity in the contract function, possibly a variable of intermediate level in the hierarchy, may infl uence this process.…”

Section: Discussionmentioning

confidence: 99%

Abordagem multifatorial do absenteísmo por doença em trabalhadores de enfermagem

et al. 2012

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OBJECTIVE: To analyze factors associated with self-reported sickness absenteeism among nursing workers. METHODS:Cross-sectional study with 1,509 workers from three public hospitals in the city of Rio de Janeiro (Southeastern Brazil) in 2006. Absenteeism was classifi ed in three levels: no day, a few days (1-9 days) and many days (≥ 10 days), based on the answer to a question of the work ability index questionnaire. The logistic regression analysis considered a conceptual model based on distal (socioeconomic status), intermediate I (occupational characteristics), intermediate II (lifestyle characteristics), and proximal (diseases and health conditions) determinants. RESULTS:The frequencies of sickness absenteeism were 20.3% and 16.6% for a few days and many days, respectively. Those who reported more than one job, musculoskeletal diseases and rated their health as poor or regular had higher odds of absenteeism. Compared to nurses, nursing assistants were less likely to mention a few days, and technicians were more likely to have many days of absence. Higher odds of mentioning many days of absence were observed among public servants, compared to contract workers (OR = 3.12; 95%CI 1.86;5.22), and among married (OR = 1.73; 95%CI 1.14;2.63) and separated, divorced and widowed individuals (OR = 2.06, 95%CI 1.27;3.35), compared to singles. CONCLUSIONS:Different variables were associated with the two forms of absenteeism, which suggests its multiple and complex determination related to factors from different levels that cannot be exclusively explained by health problems.

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“…Ensuring adequate facilities are provided to employees is critical to generating greater employee commitment. The provision of inadequate equipment and adverse working conditions has been shown to affect employee commitment and intention to stay with the organization (Weiss, 1999;Wise, Darling-Hammond, & Berry, 1987) as well as levels of job satisfaction and the perception of fairness of pay (Bockerman & Ilmakunnas, 2006). From a safety perspective, Gyekye (2006) indicates that environmental conditions affect employee safety perceptions which impact upon employee commitment.…”

Section: Physical Environment and Employee Commitmentmentioning

confidence: 99%

The impact of physical environment on employee commitment in call centres

McGuire

McLaren²

2009

Team Performance Management: An International Journal

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The purpose of the paper is to examine the effect of the physical environment on employee commitment. It explores how favourable working conditions can affect an employee's sense of well-being which in turn can generate higher levels of employee commitment. Methodology: A questionnaire instrument based upon previously validated measures was completed by 65 front line call centre employees. Baron and Kenny (1986) four-step procedure for testing mediation effects was adopted. Findings: The statistical analysis confirms that confirms that employee wellbeing mediates the relationship between physical environment and employee commitment Practical Implications: The call centre industry need to make employees more autonomous by reducing the level of scripting, encouraging greater involvement and participation in work systems and setting targets and the organization of regular team events.

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Do job disamenities raise wages or ruin job satisfaction?

Cited by 54 publications

References 27 publications

Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Abordagem multifatorial do absenteísmo por doença em trabalhadores de enfermagem

The impact of physical environment on employee commitment in call centres

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