Job satisfaction: what is its true meaning in Greater China?

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Previously, researchers have performed studies on job satisfaction and organizational behavior outcomes in Western contexts. The purpose of this paper is to explore whether economic prosperity or cultural perspective may explain why job satisfaction may not be an effective predictor of organizational outcomes in Greater China. Researchers need more empirical evidence to understand the nature of the relationship between job satisfaction and work outcomes in a non-Western context in general and in Greater China in particular. Design/methodology/approach -The paper represents a conceptual work that draws on the metrical literature review within the field of organizational behavior. Findings -Review of empirical studies regarding job satisfaction shows that in Greater China, including Mainland China, Taiwan, and Hong Kong, job satisfaction has a different meaning than those presented in Western organizational behavior literature. The differences in the meaning of job satisfaction between Western interpretation and Eastern (i.e. Chinese) interpretation can be explained by differing Western and Eastern cultural values rather than stages of economic development. Thus, both scholars and practitioners are able to re-examine the concept, construct and correlates between job satisfaction and its organizational outcomes in Greater China. Practical implications -The paper has implications for global management awareness in understanding complex meanings of job satisfaction and work outcomes in multinational enterprises and international joint ventures in Greater China. Originality/value -The paper's findings raise awareness of potential shortcomings in using Western concepts, models and practices in Greater China and other non-Western cultures. Moreover, it highlights the importance of cultural context and a need for further research in the area of organizational behavior from a Chinese cultural perspective.

Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations

“…Their study raises awareness of potential shortcomings in using Western concepts, models and practices in non-Western cultures (Han & Kakabadse 2009). Indeed, the vast majority of studies on nursing job satisfaction have been done in Western countries that limit their generalisability to middle-and low-income countries (Emami & Nasrabadi 2007).…”

“…Additionally, from impirial point of view, an individual’s job satisfaction can vary in time and in space, between countries, geographical regions, hospitals and wards within the same hospital (Cortese 2007). Indeed, reviewing empirical studies regarding job satisfaction, Han and Kakabadse (2009) documented that in China, job satisfaction has a different meaning than those presented in Western organisational behaviour literature. Their study raises awareness of potential shortcomings in using Western concepts, models and practices in non‐Western cultures (Han & Kakabadse 2009).…”

“…Indeed, reviewing empirical studies regarding job satisfaction, Han and Kakabadse (2009) documented that in China, job satisfaction has a different meaning than those presented in Western organisational behaviour literature. Their study raises awareness of potential shortcomings in using Western concepts, models and practices in non‐Western cultures (Han & Kakabadse 2009). Indeed, the vast majority of studies on nursing job satisfaction have been done in Western countries that limit their generalisability to middle‐ and low‐income countries (Emami & Nasrabadi 2007).…”

Job Satisfaction Among Academicians in Nepal: The Influence of Institutional Sector and Demographic Factors

“…The situational approach believes that the degree of job satisfaction differs according to job characteristics and its environmental factors whereas the dispositional approach states that the extent of job satisfaction differs by individual human characteristics (Hackman & Oldham, 1975;Herzberg, Mausner, & Snyderman, 1959). Thus, job satisfaction can broadly be defined as an evaluative judgment of a job by a jobholder based on individual psychological, organizational, and environmental circumstances (Han & Kakabadse, 2009). Though it is very difficult to prepare an exhaustive list of factors that trigger job satisfaction, they may be broadly divided into two types as extrinsic factors and intrinsic factors.…”

Work Values of University Students in Chinese Mainland, Taiwan, and Hong Kong

“…Through guanxi one can often obtain favours or benefits that others who lack guanxi cannot. Not surprisingly, the importance of economic returns as a crucial job motivator is frequently reported by Chinese employees (Han and Kakabadse 2009 ).…”