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Job Satisfaction Among Russian Workers

  • Susan J. Linz

    ()

Why do Russians work without wages? This paper investigates the extent to which job satisfaction and attitude toward work in general may account for the observed behavior of Russian workers. To analyze the level and determinants of job satisfaction among Russian workers, this paper utilizes survey data collected from 1,200 workers and managers employed in seventy-six organizations in Moscow, Saratov and Taganrog The paper is divided into five parts. Part 1 presents the three measures of job satisfaction used in this analysis. Response patterns, analyzed by occupational status, gender, and generation, are discussed. Part 2 first explores gender and generational differences in attitudes toward work in general, and then examines the relationship between attitude toward work and job satisfaction. The results indicate that both gender and generation are significant in response patterns regarding attitudes toward work. Generational differences also are significant in response patterns relating the results of working hard to performance, productivity, and doing the job well. Regression analysis documents the positive relationship between attitude toward work and the level of job satisfaction. Part 3 focuses on the relationship between job satisfaction and performance. Three noteworthy results emerge. First, regardless of the specification or measure, there is a strong positive correlation between job satisfaction and performance. The relationship is not affected by gender, age, or educational attainment level of the respondents. Second, it is not possible using these data to establish causality between job satisfaction and performance. It appears, instead, that unspecified factors may be affecting the two conditions simultaneously. Finally, the results generated from these data are not significantly different from results based on previous surveys of U.S. workers, as well as a survey completed in 1996 of Russian and Polish workers. Part 4 analyzes the relationship between job satisfaction and organizational commitment. Among the workers participating in this survey there is, generally, only a moderate degree of organizational commitment. Commitment is highest among workers who feel they are making a contribution. The results document a positive relationship between job satisfaction and organizational commitment, although the causality is not well-defined. Concluding remarks are offered in Part 5.

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Paper provided by William Davidson Institute at the University of Michigan in its series William Davidson Institute Working Papers Series with number 468.

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Length: 43 pages
Date of creation: 01 May 2002
Date of revision:
Handle: RePEc:wdi:papers:2002-468
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  1. Linz, Susan J, 1995. "Russian Labor Market in Transition," Economic Development and Cultural Change, University of Chicago Press, vol. 43(4), pages 693-716, 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. Ben-Bakr, Khaled A. & Al-Shammari, Id S. & Jefri, Omar A. & Prasad, Jyoti N., 1994. "Organizational commitment, satisfaction, and turnover in Saudi organizations: A predictive study," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 23(4), pages 449-456.
  4. Linz, Susan J, 1995. "Do Job Rights Govern Employment Patterns in Transition Economies?," American Economic Review, American Economic Association, vol. 85(2), pages 425-31, May.
  5. Linz, S.J., 1993. "Gender Differences in the Russian Labour Market," Papers 9208, Michigan State - Econometrics and Economic Theory.
  6. Gimpelson, Vladimir & Lippoldt, Douglas, 1999. "Labour Turnover in Russia: Evidence from the Administrative Reporting of Enterprises in Four Regions," Transition Economics Series 4, Institute for Advanced Studies.
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