What Makes Workers Happy? Anticipated Rewards and Job Satisfaction

Linz, Susan J.; Semykina, Anastasia

doi:10.1111/j.1468-232x.2012.00702.x

Cited by 72 publications

(75 citation statements)

References 84 publications

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“…Respondents were required to assess their perceptions regarding AWC using a 5-point Likert-scale (1 = not good; 2 = slightly good; 3 = somewhat good; 4 = very good; and 5 = extremely good). Examples of the type of incentive item are listed in Table 1 [17,29]. The same items were used to assess the respondents’ DWC (see Table 1).…”

Section: Methodsmentioning

confidence: 99%

“…The crowding-out effect proposes that extrinsic rewards have a negative impact on intrinsic motivation [28]. Previous researches have suggested that both desired workplace incentives and perceived actual incentives affect job satisfaction, either directly or indirectly [23,29]. For example, Linz and Semykina assessed the relationship between job satisfaction and anticipated reward [29].…”

Section: Introductionmentioning

confidence: 99%

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Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

Zhong

Sun³

et al. 2014

BMC Fam Pract

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BackgroundCommunity health workers are the main providers of community health services in China and have been important in the process of health system reform that has been in place since 2009. Therefore, it is critical that healthcare managers and policy decision makers motivate current staff and improve their job satisfaction. This study examined workplace characteristics and their contribution to job satisfaction in community health workers in Heilongjiang Province, China.MethodsA cross-sectional survey of 448 community health workers, from three cities in Heilongjiang province, was conducted between October 1, 2012 and December 31, 2012. Multistage sampling procedures were used to measure socioeconomic and demographic status, job satisfaction, and both actual and desired workplace characteristics. Factor analysis was conducted to determine the main factors contributing to workplace characteristics, and multiple linear regression analysis was performed to assess the key determinants of job satisfaction.ResultsEight groups of factors were identified as the most important workplace characteristics. These comprised system and policy; fringe benefits; work itself; work relationships; professional development; recognition; work environment; and remuneration. In all cases, all desired workplace characteristics were higher than the associated actual workplace characteristics. The main determinants of job satisfaction were occupation, years worked in health service institution, and five subscales representing the gap between desired and actual workplace characteristics, which were system and policy; fringe benefits; working relationship; professional development; and remuneration.ConclusionsThese findings suggested that managers wishing to enhance job satisfaction should assess workplace characteristics comprehensively and design mechanisms that reduce the gap between actual and desired workplace characteristics.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

Zhong

Sun³

et al. 2014

BMC Fam Pract

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“…Linz and Semykina [5] revealed that personal income is positively correlated to job satisfaction. A study of Taiwan R&D professionals in technology sector found out that monetary incentives based on output has a positive relationship with their work performance.…”

Section: Extrinsic Rewardmentioning

confidence: 99%

The impact of Positive Reinforcement on Employees’ Performance in Organizations

Wei¹,

Yazdanifard²

2014

AJIBM

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“…They also contend that healthy workplace provides all members of the workforce with physical, psychological, social and organizational conditions that protect and promote health and safety. They also affirm that it enables managers and workers to increase control over their own health and to improve it, and to become more energetic, positive and contented (Sparks et al2001;Burton, 2010;Dibben & Williams, 2012;Linz & Semykina, 2012;Snape&Redman, 2012).…”

Section: Management's Response To Problems Of Industrial Relations Inmentioning

confidence: 99%

Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

Ogato

2015

AJBM

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The general objective of the study was to assess the problems and prospects of industrial relations of employees of Ambo University and propose strategic measures for better future. The findings of the study will serve as baseline information for researchers who are interested to conduct further research on issues of industrial relations in Ambo University and other public higher learning institutions in Ethiopia and Africa . Furthermore, the strategic recommendations to be forwarded as a final output of the study will enable employees of Ambo University and its management or employer to properly understand major problems and prospects of industrial relations and jointly search for sustainable solutions of the issues identified. The proposed study relied on both secondary and primary data types. The study employed both purposive and simple random sampling techniques. The proposed study employed a comprehensive data collection method whereby both secondary and primary methods of data collection methods were employed to address the objectives of the study. The first methodological step was a comprehensive analysis of the existing literature in order to obtain both theoretical insights and secondary data. The second methodological step was collection of primary data from primary sources. Accordingly, data were collected with the help of structured questionnaire, field observation, and focus group discussion. The qualitative data captured through focus group discussion and field observation were transcribed, interpreted, and analyzed in the form of descriptions and narrations. Data collected through structured questionnaire were analyzed with the help of SPSS (Version 20). Accordingly, Simple descriptive statistics like frequencies and percentages were employed. Promoting good governance and democracy in all management levels of Ambo University, creating favorable working environment and environment of good will and mutual cooperation among employees, and encouraging employees to use modern technologies like ICTs in service delivery are some of the strategic measures proposed in this study to improve the industrial relations of employees of Ambo University.

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What Makes Workers Happy? Anticipated Rewards and Job Satisfaction

Cited by 72 publications

References 84 publications

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

The impact of Positive Reinforcement on Employees’ Performance in Organizations

Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

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