The Impact of Country Context on Employee Job Satisfaction: An Application of the World-Systems Framework

By Westover, Jonathan | International Journal of Management, June 2013 | Go to article overview

The Impact of Country Context on Employee Job Satisfaction: An Application of the World-Systems Framework


Westover, Jonathan, International Journal of Management


Using Non-panel longitudinal data from the International Social Survey Program (Work Orientations I, II, and III: 1989, 1997, 2005-survey questions on job characteristics and job quality) and various country-contextual variables, this research applies and extends Wallerstein's (1974, 2000) world systems framework to better understand country-level factors influencing cross-national differences in job characteristics and job satisfaction. This article explores the impact of the world-system on job satisfaction, first identifying and explaining the foundations of the world-system literature, and then using various statistical methods to test for statistically significant impact and variation across countries. Results found significant differences across countries and supported the hypotheses that a country's position within the economic world system impacts the saliency of intrinsic and extrinsic work rewards and characteristics among workers within that country.

(ProQuest: ... denotes text stops here in original.)

Introduction

Job satisfaction continues to generate interest across disciplines, from psychology and sociology, to economics, management sciences, and public administration (Happock's, 1935; Hunt and Saul, 1975; Freeman, 1978; Kalleberg and Loscocco, 1983; Hodson, 1985; Argyle, 1989; Durst and DeSantis, 1997; Hamermesh, 2001; Wright and Kim, 2004; Jung et al., 2007). Satisfied workers are more productive (Appelbaum and Kamal, 2000), deliver higher quality of work (Tietjen and Myers, 1998), and improve a firm's competitiveness and success (Garrido et al., 2005). Conversely, unsatisfied workers are more frequently late for work, absent from work, and motivated to leave the firm (Blau, 1994; Lee, 1998). Additionally, researchers have suggested an increasing importance in the role that our work plays in our everyday lives, with the landscape of work in the U.S. and across the world changing dramatically in response to economic shifts and an increasingly global economy (e.g. Handel, 2005; Jamison et al., 2004). While the vast cross-disciplinary literature exploring work quality and job satisfaction has linked worker experiences to many individual, organizational, and social outcomes, existing research has largely failed to shed much light on why cross-national differences in worker satisfaction and its determinants persist over time. An often accepted job satisfaction model, commonly considered to be widely generalizable across a wide variety of crosscultural and cross-national contexts, actually appears to have a lack of applicability across countries (see Westover, 20 1 1 , 20 1 0a, 20 1 0b; Taylor and Westover, 20 1 1 ; Westover and Taylor, 2010).

The overall purpose in conducting this research is to (1) empirically test (using various bivariate descriptive procedures and comparative OLS regression) significant, crossnational differences in job satisfaction and its determents and (2) explore the reasons for these cross-national differences, moving beyond the research of social psychologists and organizational behavior researchers, to also include import macro cross-national factors that directly influence these differences.

The Conceptualization of Job Satisfaction

Job satisfaction has been conceptualized in different ways, from the degree to which people like their jobs, to the degree of fit between the features of a job and workers' expectations, to job satisfaction as a multidimensional attitude of workers towards their jobs and work places (Kristof-Brown, 1996; Clark and Oswald, 1996; Spector, 1997; Davis and Newstrom, 1999; Traut et al., 2000; Hamermesh, 2001; EUickson, 2002; Tutuncu and Kozak, 2007). Additionally, theorists and researchers alike have often looked at job satisfaction in terms of nonmaterial (intrinsic) and nonmaterial (extrinsic) rewards (Handel 2005; Kalleberg 1977).

Overview of the World System-Job satisfaction Link

There are various explanations for why and how job satisfaction and its work determinants may differ cross-nationally, based on national contextual factors.

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

The Impact of Country Context on Employee Job Satisfaction: An Application of the World-Systems Framework
Settings

Settings

Typeface
Text size Smaller Larger
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Full screen

matching results for page

Cited passage

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

"Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited passage

Welcome to the new Questia Reader

The Questia Reader has been updated to provide you with an even better online reading experience.  It is now 100% Responsive, which means you can read our books and articles on any sized device you wish.  All of your favorite tools like notes, highlights, and citations are still here, but the way you select text has been updated to be easier to use, especially on touchscreen devices.  Here's how:

1. Click or tap the first word you want to select.
2. Click or tap the last word you want to select.

OK, got it!

Thanks for trying Questia!

Please continue trying out our research tools, but please note, full functionality is available only to our active members.

Your work will be lost once you leave this Web page.

For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

Already a member? Log in now.