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Analyzing job satisfaction and preferences of employees: the case of horticultural companies in Germany

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  • Meyerding, Stephan G.H.

Abstract

German horticulture, as well as horticulture and agriculture in other industrialized countries, faces increasing skilled labor shortage. Additionally family run businesses in horticulture and agriculture are lacking a new generation of entrepreneurs, leading to increased structural change. Insights about job attributes attractiveness as well as their impact on job satisfaction lead to a more transparent environment in which employers and employees can make better-informed decisions and redesign the professional environment, resulting in increased job satisfaction, performance and career sustainability. For this purpose, a survey was undertaken from August 2013 to February 2015 through a questionnaire examining the preferences and perception of employees (N=229) regarding job characteristics. The theoretical background of the study is Warr’s vitamin model, which assumes non-linear relationships between job characteristics and job satisfaction. The strongest connections with job satisfaction among employees are with future prospects and conflict between work-and-family. The study is one of the first of its kind to provide a detailed overview of job satisfaction of different groups of employees in German horticulture.

Suggested Citation

  • Meyerding, Stephan G.H., 2017. "Analyzing job satisfaction and preferences of employees: the case of horticultural companies in Germany," International Food and Agribusiness Management Review, International Food and Agribusiness Management Association, vol. 20(5).
    • Handle: RePEc:ags:ifaamr:266416
    DOI: 10.22004/ag.econ.266416
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    References listed on IDEAS

    as
    1. Bitsch, Vera & Hogberg, Michael, 2005. "Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction," Journal of Agricultural and Applied Economics, Southern Agricultural Economics Association, vol. 37(3), pages 1-12, December.
    2. Gretchen Spreitzer & Kathleen Sutcliffe & Jane Dutton & Scott Sonenshein & Adam M. Grant, 2005. "A Socially Embedded Model of Thriving at Work," Organization Science, INFORMS, vol. 16(5), pages 537-549, October.
    3. M Patterson & P Warr & M West, 2004. "Organizational Climate and Company Productivity: the Role of Employee Affect and Employee Level," CEP Discussion Papers dp0626, Centre for Economic Performance, LSE.
    4. de Jonge, Jan & Mulder, Marike J. G. P. & Nijhuis, Frans J. N., 1999. "The incorporation of different demand concepts in the job demand-control model: effects on health care professionals," Social Science & Medicine, Elsevier, vol. 48(9), pages 1149-1160, May.
    5. Theresa M. Glomb & John D. Kammeyer-Mueller & Maria Rotundo, "undated". "Emotional Labor Demands and Compensating Wage Differentials," Working Papers 0802, Human Resources and Labor Studies, University of Minnesota (Twin Cities Campus).
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    Cited by:

    1. Lee, Hsui-Yu & Liu, Chi-Fang & Lin, Chien-Ho, 2020. "Intellectual capital for green accounting in agribusiness," International Food and Agribusiness Management Review, International Food and Agribusiness Management Association, vol. 23(5), March.

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