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This article tests whether workers are indifferent between risky and safe jobs provided that, in labor market equilibrium, wages should serve as a utility equalizing device. Workers’ preferences are elicited through a partial measure of overall job satisfaction: satisfaction with job-related risk. Given that selectivity turns out to be important, we use selectivity corrected models. Results show that wage differentials do not exclusively compensate workers for being in dangerous jobs. However, as job characteristics are substitutable in workers’ utility, they could feel satisfied, even if they were not fully compensated financially for working in dangerous jobs.

The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation system based on pay-for-performance.

Data were collected from 125 sales agents of an outbound call center via questionnaires and controlled experiments. Seemingly unrelated equations using maximum likelihood estimation was employed to estimate the proposed model and test relationships.

Findings show that income expectations (IE) respond to a model of trade-off between value and risk. The sales agents trade off their expected value of performance (i.e. expected income) with RA. Additionally, IE and actual performance of the salesperson have influence on JS with pay with opposite signs.

The results of this research may need to be modified to consider jobs with compensation systems with a higher proportion of fixed component of the wage than the variable component. Also, a broader concept of JS and not just related to the pay, should be considered.

Given the importance of RA in the attitudes of employees in relation to their expectations, the authors believe that it should be necessary and useful to incorporate measures of RA in the process of selection and recruitment for these jobs.

This paper assessed an important element as the RA at the micro level inside of an organization. This element could be very important for job environments with high uncertainty in income that could influence JS via employee expectations.

El propósito de esta investigación fue investigar el efecto de la aversión al riesgo sobre la remuneración esperada para agentes de ventas, bajo un sistema de compensación basado en resultados, a través de un modelo de ecuaciones estructurales.

Los datos fueron recolectados de 125 agentes de ventas de un Call Center de telemarketing y ventas a través de encuestas estructuradas y experimentos controlados. Se utilizó “Seemingly unrelated equations” utilizando estimación por máxima verosimilitud para estimar el modelo propuesto.

Los resultados mostraron que las expectativas de remuneración responden a un modelo de compensación entre “valor y riesgo”. Los agentes de ventas compensan el valor de su desempeño (en términos de remuneraciones esperadas) con su aversión al riesgo. Adicionalmente, las expectativas de remuneración y el desempeño actual del agente, poseen una influencia significativa en la satisfacción con el sueldo, pero con signos opuestos.

Los resultados de esta investigación debieran ser tomados con cautela, particularmente en trabajos con sistemas de compensación cuya proporción entre el componente fijo y variable del salario es alto. Además, debiera considerarse un concepto más amplio de satisfacción en el trabajo, y no sólo el de la satisfacción con el sueldo obtenido por el agente de ventas.

Dada la importancia de la aversión al riesgo en las actitudes de los empleados en relación a sus expectativas, nosotros sugerimos que es posible y útil, incorporar medidas de aversión al riesgo en los procesos de selección y reclutamiento en este tipo de sistemas de compensación.

Este trabajo evalúa un elemento importante, tal como lo es la aversión al riesgo, a nivel individual al interior de una organización. Este elemento podría ser muy importante en ambientes de trabajo que se caracterizan por tener alta incertidumbre en las remuneraciones, lo cual puede influir en las satisfacción de los empleados, vía expectativas salariales.

Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable.

The paper uses structural equation modeling to analyze the opinions of 6,407 Spanish employees, taken from the 2008 Quality of Working Life Survey carried out by the Spanish Ministry of Labor and Immigration.

The findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction.

Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included.

Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees.

This research explains why interpersonal trust has a positive effect on job satisfaction. The paper's conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. The paper also puts forward reasons for why “excessive” interpersonal trust has been related to negative effects on job satisfaction. “Excessive” trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

The purpose of this paper is to analyze job-related stress, motivation and satisfaction in higher education institutions, and assesses their implications on health in various industries including higher education. In total, 52 higher education faculty and administrators from institutions in more than 16 countries participated in the study that utilized the organizational surveys, Organizational Effectiveness Inventory® from human synergistics. Subgroup analysis was done to compare faculty and administrators; males to females, private, public, for-profit and not-for-profit institutions.

To assess health implications, 160 respondents employed in seven industries were surveyed using a custom medical/stress questionnaire to collect self-reported data on levels of job-related stress, motivation and satisfaction as well as the presence of several medical conditions, including myocardial infarction, stroke, angina pectoris/coronary heart disease, hypertension, gastro-esophageal reflux disease and diabetes mellitus. The results from each of the two surveys were statistically analyzed separately.

Results show undesirable levels of job-related stress, motivation and satisfaction in some segments of higher education employees; as well as associations between poorer health and high stress levels. The study established a potential justification consequently, the authors recommend organizational offerings of: stress relief programs; health fairs and health club memberships; stress management workshops; use of mobile apps for stress relief; job description reviews to eliminate work-related demands; changes to managerial styles that align with the culture of employees; re-evaluation of organizational structure; and enhanced communication amongst workplace management and employees.

Limitations of this study include small sample sizes and the presence of confounding factors that were not considered. In addition, this study did not look into whether occupational position or occupational difficulty compromised the nature of work causing employees to experience lower levels of satisfaction, since the extent to which employees feel satisfied with their work may influence their physical well-being.

There are a number of factors that can affect employees with regards to medical illnesses in a job-related setting. There are three factors in particular that have been shown to negatively affect the health of employees: job-related stress; motivation; and satisfaction. These effects have not been studied in depth in faculty and administrators of higher education institutions, hence this study seeks to achieve that.

Considering the ongoing international debate on the role of public administrations in economic systems, the interest around public service motivation (PSM) has significantly grown among practitioners and scholars in the past two decades. Following the research streams that have investigated topics of organizational behavior within the public context, the purpose of this paper is to examine the influence of PSM on public employees’ feelings of job satisfaction. The novelty of the study lies in linking some characteristics of the work context presumed to be more prevalent in public organizations with specific job characteristics, regarded as relevant antecedents of job satisfaction.

The study is based on two complementary studies conducted in an Italian public administration. The paper shows how PSM influences job satisfaction, job engagement, and life satisfaction.

This paper shows how PSM influences job satisfaction, job engagement, and life satisfaction. The findings display how job engagement affects both job and life satisfaction in such contexts. Additionally, the findings display how job engagement affects both job and life satisfaction in such contexts.

Although based on a specific context of public administration, the analysis allows some generalizations.

Based on these results, the paper contributes to two main streams of the literature. First, it enriches the existing research on PSM by analyzing how it can be managed in complex organizations. Second, it informs the literature on job satisfaction and work-related stress and relates to the intersection between organizational behavior and human resource management that informs the drawing up of HR policies. Furthermore, the paper sheds new light on how to deal with such problems and at the same time opens new avenues for investigations.

This study aims to analyse the potential confounding and moderator role of job satisfaction on the effect of working hours on self-perceived health and to analyse the effect of transitions between working hours and job satisfaction.

Using longitudinal data for the Catalan economy in 2005–2009, first, it runs a linear probability random effects model, with self-perceived health as the dependent variable, on one-year lagged job satisfaction, working hours and its interaction. Second, it estimated an ordered logit model to test the effect of transitions to working hours and different levels of job satisfaction on self-perceived health.

Short working hours ≤ 20 h/w predict good self-perceived health for women. Long working hours 41–47 h/w predict poor self-perceived health among men and women but not for very long hours ≥ 48 h/w. Interaction effects between working 41–47 h/w and job satisfaction levels were found for men and women. Improvements in job satisfaction for health are reduced when working long hours. For employees, a decrease in job satisfaction may suggest a health risk except if hours also reduce.

Workplace practices aimed at gaining flexibility in working hours may be offset, in terms of health outcomes, by lower job satisfaction. Flexible working hours from the employees' side should be favoured to face reductions in job satisfaction.

The novelty of this paper is that highlights differential effect of job satisfaction in the relation between working hours and health status.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

This research study included an examination into the extent that a comprehensive wellness program affects employees' job satisfaction levels. As the leaders of more hospitality organizations implement wellness programs in the workplace, they will want to understand what factors, besides the employees' health, the wellness programs can impact. Survey participants were self-identified employees of the hospitality organization who did or did not participate in the wellness program. Research findings indicated there was a significant difference in extrinsic and intrinsic job satisfaction levels between employees who participated and employees who were nonparticipating in the wellness program.

The population for this study was from a contract foodservice organization that provides facility services to higher education organizations, from their northeast regional location that consisted of approximately 200 employees. The employees of the organization ranged from entry-level positions, up to and including senior-level management. The researcher solicited employees in all departments in the organization to participate in the survey. The company offers a comprehensive wellness program, and all employees in the organization had a choice to participate in the wellness program.

The intent of the study was to determine if participating in a wellness program affected the employee's job satisfaction levels. Securing a hospitality organization to survey was a challenge, possibly because the survey included questions about job satisfaction. The purpose of the study was to identify whether participation in the wellness program affected employees' extrinsic and intrinsic job satisfaction levels. Hospitality organizations continue to allocate resources to implement and improve existing wellness programs in the workplace. Researchers had not specifically focused on the potential impact a wellness program might have on employee job satisfaction levels. Cyboran and Goldsmith (2012) concluded organization leaders should take steps to create an effective workplace. The study showed that even though hospitality organization leaders are dedicating resources to the development and implementation of wellness programs, participating in the wellness program has an effect on increasing or maintaining current employees' extrinsic and intrinsic job satisfaction levels throughout the organization.

This is the author’s research that was conducted for a dissertation that has been turned into a research article for publication.

Labor conflict has become a serious problem in recent China. From the perspective of entrepreneur innovation, this paper aims to find an effective path to eliminate this conflict. On the basis of theoretical analyses and regression analyses, this paper finds that, with legal environment and other conditions identical, entrepreneur innovation will significantly facilitate elimination of labor conflicts.

Using theoretical analyses based on entrepreneurship theory, this paper puts forward a series of hypotheses about the effects of entrepreneur innovation on labor conflicts. With panel data during 2013-2015 from China Employer–Employee Survey, this paper examines the effects of entrepreneur innovation on labor conflicts. Using interaction term regressions, this paper examines heterogeneous effects of entrepreneur innovation on labor conflicts by ownership, market power and export behavior. With mediating effect model, this paper examine whether workers’ participation in corporation governance is an important channel in which entrepreneurial innovation can impact on labor conflicts.

First, using benchmark regressions and robustness checks, this paper finds that there exist significantly positive effects of entrepreneur innovation on workers’ job satisfaction, incentive, social security, job development and job stability, which will reduce potential risks of labor conflict effectively. Second, using interaction term regressions, this paper finds that there exist heterogeneous effects of entrepreneur innovation on labor conflicts by ownership, market power and export behaviors. The study finds that the effects of entrepreneur innovation are more concentrated in private firms, firms with stronger market power and non-exporters. Third, using a mediating effect model, the study finds that workers’ participation in corporation governance is an important channel in which entrepreneur innovation can have impacts on labor conflicts.

The paper enriches the existing research about how to eliminate labor conflicts in China. On the basis of China Employer–Employee Survey data, this paper finds the importance of entrepreneur innovation on Chinese transition, which not only has positive impacts on firm performance, but also has impacts on eliminating labor conflicts and establishing better labor relationship. Therefore, stimulating entrepreneur innovation is very important for solving conflicts during Chinese transition.

The purpose of this paper is to explore the relationships between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context. The sub-research question is to learn the moderation effect of job satisfaction on the relationship between values, experienced feelings and life satisfaction.

Analytical type of research design was used, and the data were obtained from 390 respondents who are the employees of different organizations in three cities in Turkey. Four measurement devices (Schwartz’s ten-item Portrait Values Questionnaire (PVQ), Brayfield-Rothe’s overall job satisfaction (OJS), and Diener’s Scale of positive and negative experience (SPANE) and satisfaction with life scale (SWLS)) were employed.

It was understood that the participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives. The values of self-direction, achievement, hedonism and conformity are positively and strongly linked to job satisfaction and overall satisfaction of life. The moderating effect of job satisfaction is partially confirmed. It was also understood that the priorities of Turkish citizens imply self-centered satisfaction and independency, but not risk taking. Positive affect does influence the magnitude of the association between job satisfaction and life satisfaction.

This paper is able to demonstrate the nature of associations between value orientations, experienced feelings, job satisfaction and global life satisfaction in a collectivist culture. The contradictions between value priorities of Turkish citizens and the people of Western countries would be likely interesting for academicians and researchers.