Job Satisfaction in the European Union

Abstract

Beside personal, job-related, and organizational factors that influence job satisfaction, the macroeconomic perspective has to be considered, too.

Work performance questionnaire after returning to work in ischemic stroke survivors: the WPQ-INNN survey

“…Job satisfaction is a self-perception that could be determined by many factors, including personality, social and family influence, educative status, and previous professional status 21 . Adapting after stroke, not only in terms of functional limitations but also in terms of performing work activities with the same quality as they previously had, is a challenging task.…”

Multidimensional Deprivation from Labor Market Opportunities in Armenia: Evidence from 2018 and 2020

“…Staff reduction or dissolution of an organization can be the basis for job separation, particularly relevant in times of the pandemic. It is documented in the literature that management and operational issues of companies can act as push factors for job separation (Bjorn et al 2016 ; Augner 2015 ; Zavodny 2003 ). End of temporary/seasonal/one-time job are the second set of reasons for job separation.…”

“…External factors condition job needs and may become push factors for job separation. This may be triggered by job-related shocks, such as downsizing (Lee et al 1999 ), technological development (Zavodny 2003 ), management problems (Bjorn et al 2016 ; Campion 1991 ) and others (Augner 2015 ). Another important external factor that can play a role in the labor supply is related to the shutdown of child-care, schooling, home, and family health care services (Dingel and Neiman 2020 ).…”

“…Alongside with external factors it is important to consider personal motivations in the light of dynamic aspects of job-separation decision complexity (Morrell and Arnold 2007 ). Personal factors, considered as determinants of quitting, include personal health, work stress, and family demand (Augner 2015 ; Levy-Garboua et al 2007 ; Maertz and Kmitta 2012 ). Empirical evidence on the determinants of job separation (or quit) behavior shows that a person’s current wage and alternative income plan are important factors (Morrell and Arnold 2007 ; Sicherman 1996 ).…”

“…These results support the literature on the push factors for job-separation and job-search behavior (Semmer et al 2014 ; Lee and Mitchell 1994 ; Maertz and Campion 2004 ). The literature suggests that employment type, such as non-standard, seasonal, (Lee et al 1999 ; Augner 2015 ) and organizational factors, such as becoming more technology savvy, downsizing, management issues (Zavodny 2003 ; Grimshaw et al 2001 ; Mourdoukoutas 1988 ) are the driving factors for job separation and further not looking for a job.…”