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Chronically dissatisfied: work characteristics, personal expectations and job satisfaction: empirical evidence in young italian workers

  • Ferrari, Filippo

Job satisfaction is the degree to which people like their jobs. Companies are interested in job satisfaction of their employees, because it is positively correlated with certain desired outcomes and contributes to reduce significantly the rate of absenteeism and job turnover. Job satisfaction needs to be divided into three separate but related components: the overall opinion about the job, affective experience at work, beliefs about the job itself, and can be considered as a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job. The global approach is used when the overall attitude is of interest, the facet approach is used to find out which parts of job produce satisfaction or dissatisfaction. This article presents and discusses the results of a study carried out using both approaches to get a complete picture of employee job satisfaction on a consistent and significant sample of young workers (less than three years of tenure) belonging to the mechanical sector in a province in the Northeast of Italy. Using an analytical protocol the present study has identified aspects of work related (positively and negatively) to the job satisfaction.

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Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 27993.

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Date of creation: Jan 2011
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Handle: RePEc:pra:mprapa:27993
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  1. Allen, Jim & van der Velden, Rolf, 2001. "Educational Mismatches versus Skill Mismatches: Effects on Wages, Job Satisfaction, and On-the-Job Search," Oxford Economic Papers, Oxford University Press, vol. 53(3), pages 434-52, July.
  2. Sousa-Poza, Alfonso & Sousa-Poza, Andres A., 2000. "Well-being at work: a cross-national analysis of the levels and determinants of job satisfaction," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 29(6), pages 517-538, November.
  3. Ichino, Andrea & Riphahn, Regina T., 2001. "The Effect of Employment Protection on Worker Effort: A Comparison of Absenteeism During and After Probation," IZA Discussion Papers 385, Institute for the Study of Labor (IZA).
  4. John Van Reenen, 2000. "Who gains when workers train? Training and corporate productivity in a panel of British industries," IFS Working Papers W00/04, Institute for Fiscal Studies.
  5. Alan Barrett & Philip J. O'Connell, 2001. "Does training generally work? The returns to in-company training," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 54(3), pages 647-662, April.
  6. Lorraine Dearden & Howard Reed & John Van Reenen, 2005. "The Impact of Training on Productivity and Wages: Evidence from British Panel Data," CEP Discussion Papers dp0674, Centre for Economic Performance, LSE.
  7. E. Paul Durrenberger, 2005. "Labour," Chapters, in: A Handbook of Economic Anthropology, chapter 8 Edward Elgar.
  8. Kelvin J. Lancaster, 1966. "A New Approach to Consumer Theory," Journal of Political Economy, University of Chicago Press, vol. 74, pages 132.
  9. Walter Y. Oi, 1962. "Labor as a Quasi-Fixed Factor," Journal of Political Economy, University of Chicago Press, vol. 70, pages 538.
  10. Barmby, Tim, 2002. "Worker absenteeism: a discrete hazard model with bivariate heterogeneity," Labour Economics, Elsevier, vol. 9(4), pages 469-476, September.
  11. Barmby, Tim & Stephan, Gesine, 2000. "Worker Absenteeism: Why Firm Size May Matter," Manchester School, University of Manchester, vol. 68(5), pages 568-77, September.
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