The Link Between Job Satisfaction and Firm Value, with Implications for Corporate Social Responsibility

Edmans, Alex

doi:10.2139/ssrn.2054066

Cited by 56 publications

(59 citation statements)

References 92 publications

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“…Adm. Pública -Rio de Janeiro 47(6):1477-496, nov./dez. 2013 Edmans (2012) evaluated the links between work satisfaction and firm value instead of focusing on the link between work satisfaction and individual job performance. After analyzing the 100 best companies to work in America, the author concluded that, consistent with organizational behavior literature, work satisfaction is beneficial for firm value since it is directly related to the financial outcomes of the organization.…”

Section: Literature Reviewmentioning

confidence: 99%

Are public officials really less satisfied than private sector workers?A comparative study in Brazil

Borges

2013

Rev. Adm. Pública

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This research aims to compare the public and private sectors with regard to satisfaction at work. We conducted a survey with 670 professionals from both sectors in Brazil. The results of variance analysis confirm previous researches indicating that public officials are less satisfied with their work than private sector workers. However, this result does not repeat when we evaluate the satisfaction dimensions. For instance, public officials reported being more satisfied than private sector workers with regard to social environment and work stability. Unexpectedly, the results suggest that there is no difference between these sectors when we analyze the satisfaction with supervision. Therefore, this article is relevant for Brazilian managers, by offering an empirical research on the distinction between public and private. The article also discusses the theoretical implications, since Brazilian findings do not completely support the international literature. Os funcionários públicos estão realmente menos satisfeitos que os trabalhadores do setor privado? Um estudo comparado no Brasil O objetivo desta pesquisa é comparar os setores público e privado em relação à satisfação no trabalho. Foi realizado um survey com 670 profissionais de ambos os setores no Brasil. Os resultados da análise de variância confirmam as pesquisas anteriores indicando que os funcionários públicos estão menos satisfeitos com seu trabalho que os trabalhadores do setor privado. No entanto, esse resultado não se repete quando avaliadas as dimensões da satisfação. Por exemplo, os funcionários públicos relataram estar mais satisfeitos que os trabalhadores da iniciativa privada em relação ao ambiente social e à estabilidade no trabalho. Inesperadamente, os resultados sugerem que não existe diferença entre os setores quando analisada a satisfação com a supervisão. Portanto, este artigo é relevante para os gestores brasileiros, pois oferece uma pesquisa empírica sobre a distinção entre público e privado. Este artigo também discute as implicações teóricas, pois os achados brasileiros não confirmam totalmente a literatura internacional. 1478Renata Borges ¿Los funcionarios públicos están realmente menos satisfechos que los trabajadores del sector privado? Un estudio comparativo en Brasil El objetivo de esta investigación es comparar los sectores público y privado con relación a la satisfacción en el trabajo. Se realizó un survey con 670 profesionales de ambos sectores en Brasil. Los resultados del análisis de varianza confirman las investigaciones anteriores indicando que los funcionarios públi-cos están menos satisfechos con su trabajo que los trabajadores del sector privado. Sin embargo, ese resultado no se repite cuando se evalúan las dimensiones de la satisfacción. Por ejemplo, los funcionarios públicos reportaron estar más satisfechos que los trabajadores del sector privado con relación al ambiente social y la estabilidad en el trabajo. Inesperadamente, los resultados sugieren que no existe diferencia entre los sectores cuando se analiza la satisfa...

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Section: Literature Reviewmentioning

confidence: 99%

Are public officials really less satisfied than private sector workers?A comparative study in Brazil

Borges

2013

Rev. Adm. Pública

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“…According to Saari and Judge (2004), the relationship between job satisfaction and organisational outcomes is widely studied in the literature. Edmans (2012) noted that job satisfaction has implications for recruitment, retention, motivation, and other HRM practices. Referring to Landy (1989), Edmans (2012) further argued that job satisfaction is likely to improve employee recruitment, retention, and motivation, which in turn may improve profits, new product development and positive customer ratings.…”

Section: Cultural Job Satisfaction and International Related Performancementioning

confidence: 99%

The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

Sözbilir

Yeşil

2016

HumanSciences

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Cultural Intelligence (CQ) referring to the adaptation to cross-cultural situation, interacting and working effectively in cross-cultural situations is the subject of this study. Globalization and international activities of companies have increased the cross-cultural interaction and commercial links, which in turn have resulted in the need for knowledge and competence about different culture. Within these dynamics, the success of the managers who are in charge of international activities depends on their CQ. The studies related to CQ reveal that it helps to cope with multi-cultural situations, to perform in culturally diverse work groups, to manage culture shock and facilitate effective cross-cultural adjustment, decision making and performance. This study particularly investigates the role of CQ on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP). The study also looks at the link between CCJS and IRP. A research model along with the related hypotheses was developed and tested based on the data collected through survey method from textile companies in Turkey. The results reveal that CQ is positively related to CCJS. The partial support is also obtained from the data regarding the link between CQ and IRP. In addition, the research finds no relationship between CCJS and IRP. The findings are discussed in relation to theory and practice in the conclusion part of the study.

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“…A recent meta-analysis found that higher employee job satisfaction relates to higher customer satisfaction (Mendoza & Maldonado, 2014). Employees with more job satisfaction also perform better at work (Davar & Bala, 2012), have more organisational commitments (Magnini et al, 2011), less likelihood of turnover intention (Chen et al, 2015), and positively link to perceived organisational value (Edmans, 2012). Furthermore, higher job satisfaction is involved in lower work-to-family conflict (Chen et al, 2015), more subjective well-being like life satisfaction, happiness (Halkos & Bousinakis, 2010).…”

Section: Job Satisfactionmentioning

confidence: 99%

Untitled

2016

JABS

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Work and family issues have been long discussed in academic and practices. Work affects family and personal life and vice versa. The relationship of work and family could lead to positive consequences (e.g. Improved skills, morale) or negative consequences (e.g. Conflict, strain, exhaustion) to employees. The aims of this paper is to investigate the effects of workfamily conflict on job satisfaction and compare the differences between employees working in State-owned enterprises (SOEs) and Foreign-invested enterprises (FIEs) in Vietnam. Respondents for this study were obtained from 49 employees from SOEs and 35 employees from FIEs in Vietnam. Descriptive analysis, independent-sample t-test and hierarchical regression analysis were conducted to analyse the data. The results of the study reveal that job satisfaction were found to be significantly different, but work-to-family conflict and familyto-work conflict were not significantly differ between the employees from SOEs and FIEs. Moreover, work-to-family conflict (WIF) and family-to-work (FIW) conflict are not the significant predictors for employee job satisfaction in both enterprises. The findings suggest that cultural value affects the link between work-family conflict and job satisfaction to some extent. Research limitation and recommendation for future research on this topic were discussed.

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The Link Between Job Satisfaction and Firm Value, with Implications for Corporate Social Responsibility

Cited by 56 publications

References 92 publications

Are public officials really less satisfied than private sector workers?A comparative study in Brazil

Are public officials really less satisfied than private sector workers?A comparative study in Brazil

The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

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