Reported Job Satisfaction: What Does It Mean?

Garboua, Louis Levy; Montmarquette, Claude

doi:10.2139/ssrn.40001

Cited by 8 publications

(2 citation statements)

References 28 publications

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“…It has been reported that many employees are not satisfied with the type of job they do [26,40]. Kristiina [41] found that six out of ten workers were planning to leave their current employer for other pursuits within the next two years.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Gender Differences in Satisfaction with the Type of Work University Employees Do: Evidence from the University of Botswana

Fako¹,

Moeng²,

Forcheh³

2009

JSSM

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The study investigated the extent to which male and female employees of a University differ in various attributes and attitudes and in the level of satisfaction with the type of work they do, and further established factors that might help explain these differences. A stratified random sample of 360 academic and administrative staff of the University of Botswana was collected. Findings indicate that differences between males and females in the level of satisfaction were due to certain negative work experiences such as gender discrimination, tribalism and racism, nepotism and favoritism, and due to certain sources of stress from the immediate supervisor, demands of work on private life and from domestic responsibilities. These negative experiences contributed to lower levels of satisfaction among women than among men. Considering all factors that might explain different job satisfaction among employees at a university, five attributes stood out as significant, namely: belonging to an older age group; understanding the competing demands of teaching and research responsibilities; taking advantage of technological advancement at work; perceiving equity in the distri-bution of the workload; feeling that there was always enough to do at work

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Section: Conceptual Frameworkmentioning

confidence: 99%

Gender Differences in Satisfaction with the Type of Work University Employees Do: Evidence from the University of Botswana

Fako¹,

Moeng²,

Forcheh³

2009

JSSM

View full text Add to dashboard Cite

show abstract

“…» Certains travaux récents considèrent que le groupe de référence se compose de personnes possédant les mêmes caractéristiques que l'intéressé et faisant le même genre de travail que lui. Ils montrent que la satisfaction professionnelle du travailleur diminue à mesure que le salaire du groupe de référence augmente : on trouvera dans Clark et Oswald (1996), Lévy-Garboua et Montmarquette (1997), et Donohue et Heywood (1997 des résultats utilisant des données britanniques, canadiennes et américaines respectivement.…”

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