Job Satisfaction In China Research Articles

Illuminating the Complex Associations Between Job Burnout, Quiet Quitting Intention, and Job Satisfaction in China’s Micro Hospitality Sector

Illuminating the Complex Associations Between Job Burnout, Quiet Quitting Intention, and Job Satisfaction in China’s Micro Hospitality Sector

The penetration of robotic technology, task content routinisation and job satisfaction: Evidence from China

Faced with a surge in labour costs, companies are strongly incentivised by local governments’ aggressive promotion to embrace robotic technology, triggering intense media debates. This, in turn, inevitably shapes workers’ attitudes towards their current jobs and brings uncertainty about their future workplace. This study investigates the connection between robotisation, routinisation and job satisfaction in China’s labour market. The results show that there is an observed positive relationship between an individual’s job satisfaction and exposure to robots in the local labour market, which may be related to the overwhelming benefits of these new technologies about certain work dimensions. However, fear of automation is not groundless. Our findings show that job satisfaction decreased with an increase in the routinisation of task content, particularly in areas that are increasingly exposed to robot adoption. This supports the routine-biased technological change hypothesis, which connects technology-induced unemployment with job routinisation. JEL Classification: J28, O33

Influence of Guanxi on Job Satisfaction in China: Xinren as a Mediator

Research has shown that Chinese guanxi (private relationships/networks based on Chinese culture, which allow to obtain social resources informally and privately) are related to job searching and work-related outcomes such as job match and job satisfaction. However, few studies have examined the correlation between the sub-dimensions of guanxi and job satisfaction. With a sample of 267 respondents from different Chinese companies, this study divided guanxi research into two stages (the renqing & ganqing guanxi used for job-searching processes and the supervisor-subordinate guanxi used for on-thejob processes) and examined the mediating effect of xinren on guanxi and job satisfaction by using structural equation modeling and bootstrapping analysis. The results showed that guanxi was positively related to job satisfaction, and xinren partly mediated these correlations. Our findings extend previous research on the effects of guanxi on job outcomes and may be used as an exploratory guide to manage employee satisfaction.

Autonomy or Working Conditions?-Research on Heterogeneity and Influencing Mechanism of Self-Employment on Job Satisfaction in China.

The development of globalization and information technology has been promoting informal work rapidly. In this process, self-employment is gradually becoming an important employment approach. As two of the key variables, self-employment laborers' work autonomy and work conditions are largely discussed as the potential determinants of their work satisfaction. Which of these two factors is actually influencing labors' satisfaction level? So far, relevant studies are insufficient to respond to this question, especially in developing countries. This study investigates the influence of work autonomy and working conditions on self-employed workers' job satisfaction in China. China Labor-force Dynamics Survey data is used to examine the impact of self-employment on workers' job satisfaction and the influence mechanism of work autonomy and working conditions. Propensity score matching and instrumental variable methods were applied to avoid sample selection bias and endogeneity. We found that self-employment has a significant negative effect on job satisfaction; poor working conditions are responsible for self-employed workers' lower satisfaction level, and self-employment behavior impacts job satisfaction differently in terms of the type and gender of self-employed workers. Therefore, stronger social security and better working conditions for the self-employed should be provided.

Working hours and job satisfaction in China: A threshold analysis

This study utilizes a threshold model to examine the nonlinear relationship between working hours and job satisfaction, using the open-access data of the 2018 China Family Panel Studies. We address the endogeneity of working hours utilizing an instrumental variable-based two-stage residual inclusion approach. The threshold model shows that the effects are indeed different. Working more than 9 h reduces workers' job satisfaction, and these reductions are even greater among those working more than 12 h. Heterogeneous analysis reveals that working long hours reduces the job satisfaction of female employees more than that of their male counterparts; the job satisfaction of unmarried individuals is unaffected by how long they work, whereas that of married workers declines when they work longer hours. Also, although the job satisfaction of wage-employed workers falls with an increase in the number of hours worked regardless of how long they work, that of self-employed workers falls only when they work more than 12 h. Poor physical health mediates the adverse effects of long working hours on job satisfaction. Finally, working long hours reduces individuals' short-run hedonic well-being but does not affect their perceptions and feelings towards various facets of life in the long run.

Techno-invasion and job satisfaction in China: The roles of boundary preference for segmentation and marital status

BACKGROUND: While the intensive work-related use of information and communication technologies after working hours have led to increased techno-invasion, much less is known regarding whether and for whom techno-invasion influences job satisfaction. OBJECTIVE: Drawing on the conservation of resources theory and person-environment fit theory, this study examined the relationship between techno-invasion and decreased job satisfaction. Specific attention was paid to the moderating effect of boundary preference for segmentation and its joint influence with marital status on this relationship. METHODS: Questionnaire data were collected by an online survey of a nationwide and diverse sample of 472 employees from China. Data were analyzed using descriptive statistics, confirmatory factor analysis and hierarchical regression analysis. RESULTS: We found that techno-invasion negatively correlated with job satisfaction, which was strengthened by boundary preference for segmentation. Furthermore, the results of a three-way interaction effect suggested that the moderating role of boundary preference for segmentation on the relationship between techno-invasion and job satisfaction is stronger for unmarried employees than it is for married ones. CONCLUSIONS: The findings expand the understanding of the mechanisms underlying the relationship between techno-invasion and employee satisfaction in the Chinese context. Moreover, the findings have important implications for employers and employees that the interaction and matching of work environment, family environment, and individual preferences need to be considered to reduce the negative impact of techno-invasion on job satisfaction.

Effects of Trade Unions on Workers’ Job Satisfaction: Evidence from China

This study investigates the effect of trade unions on workers’ job satisfaction in China, based on panel data analyses that accommodate unobserved heterogeneity and the sorting problems—dissatisfied workers are more likely to be union members, and workplaces with poor working conditions are more likely to result in establishing unions. Based on data from the China Family Panel Studies, econometric models are estimated to evaluate the magnitude of the effect of the dynamic change in union membership status (union membership history) on job satisfaction. The results show that while unions effectively improve members’ job satisfaction and union effects vary by household registration type (urban versus rural hukou), unions fail to impress their members with the benefits they offer. The study offers several policy recommendations for rural hukou workers to benefit from union membership more effectively than they do now.

An Effect of the Secondary School Teachers Information Technology Leadership on Job Satisfaction in China; Focusing on the Mediating Effect of Teacher-Efficacy and Communication Ability

본 연구는 중학생이 지각한 부모 양육태도와 교사애착관계, 학업성취, 학업무기력 간의 관계를 검증하기 위해 수행되었다. 이를 위해 한국 아동․청소년패널조사 2018(KYCPS 2018)의 중학교 1학년 패널자료를 활용하여 SPSS 21.0과 AMOS 21.0로 결과를 분석하였으며 연구결과는 다음과 같다. 첫째, 연구모형의 적합도를 검증한 결과, 양호한 적합도 지수를 보였으며 집중타 당성과 판별타당성 검증을 통해 모형의 적합성을 확보할 수 있었다. 둘째, 변인 간의 직접적인 영향력을 살펴본 결과, 부모의 긍정적 양육태도는 교사애착관계에 유의한 정적 영향을 미치고 학업무기력에는 유의한 부적 영향을 미쳤으며 부정적 양육태도는 학업무기력에 유의한 정적 영향을 미쳤으나 학업성취에는 유의한 영향을 미치지 않았다. 교사애착관계는 학업성취와 학업 무기력에 유의한 정적 영향을 미쳤으며, 학업성취는 학업무기력에 유의한 부적 영향을 미쳤다. 셋째, 교사애착관계와 학업성취의 매개효과를 확인한 결과, 교사애착관계 및 학업성취는 긍정적 양육태도와 학업무기력을 순차매개하는 것으로 나타났다. 더불어, 교사애착관계는 긍정적 양육태도와 학업성취 사이에서 완전매개를, 학업성취는 교사애착관계와 학업무기력 사이에서 부분매개함을 알 수 있었다. 이와 같은 결과는 중학생의 학업장면에서 학생의 교사애착관계가 학업성취 및 학업무기력에 중요한 영향을 미침을 밝힌 것에 의의가 있다. 본 연구결과와 의의를 토대로 연구의 한계와 후속연구를 위한 안내를 제시하였다.

The Relationships among Transformational Leadership, Professional Learning Communities and Teachers’ Job Satisfaction in China: What Do the Principals Think?

This study explores the relationships among transformational leadership, professional learning community (PLC) components, and teachers’ job satisfaction from Chinese principals’ perspective. A survey was conducted among 572 principals from different provinces in China. Structural equation modelling results revealed that transformational leadership had a significant effect on all five components of PLCs (i.e., shared purpose, collaborative activity, collective focus on student learning, deprivatized practice, and reflective dialogue), and these five PLC components all significantly predicted teachers’ job satisfaction. Meanwhile, the effect of transformational leadership on teachers’ job satisfaction was also significant. Mediation analysis showed that all five components of PLCs were significant mediators between transformational leadership and teachers’ job satisfaction. The practical implications of the findings and suggestions for future research are also discussed.

Impact of distributed leadership on teacher job satisfaction in China: The mediating roles of teacher autonomy and teacher collaboration

Teacher job satisfaction is a heated topic worldwide. Among the possible factors influencing teacher job satisfaction, distributed leadership is very important one. Given very few studies have investigated the effects of distributed leadership on teacher job satisfaction through teacher autonomy and teacher collaboration, this paper is important. It is expected to provide international readers with a better understanding of how these variables are practised in the Chinese context. Specifically, we aim to achieve two goals. The first goal is to investigate the direct impact of distributed leadership on teacher job satisfaction and the second one is to explore how distributed leadership indirectly affects teacher job satisfaction through teacher autonomy and teacher collaboration. The data are from the 2018 Teaching and Learning International Survey (TALIS) (n = 3976). Structural equation modeling revealed statistically significant positive effects of distributed leadership on teacher autonomy, teacher collaboration, and teacher job satisfaction, respectively. The further analyses indicated that the indirect effects of distributed leadership on teacher job satisfaction through teacher autonomy and professional collaboration were statistically significant. However, distributed leadership had no indirect effect on job satisfaction via exchange and co-ordination. Based on the findings, we propose some suggestions to improve teacher job satisfaction, such as strengthening communications between school leaders and teachers, and providing adequate autonomy to teachers. The detailed relationships among these variables are discussed in connection with Chinese educational context.

Impact of creative talents’ organisational culture consent on job satisfaction

Purpose: This study aims to verify the relationship between organisational culture consent and job satisfaction among creative talents using data from China and to provide professionals with insights into the factors to be considered for shaping culture functions, improving job satisfaction and retaining creative talents of innovative organisations.Design/methodology/approach: Related theories of enterprise management are studied to form a logical theoretical system and explain the effect of organisational culture consent on job satisfaction for creative talents. Organisational culture consent is quantified and subsequently examined with job satisfaction based on the data from 2512 respondents who were a part of a survey conducted across 28 companies. The relationship is measured through correlation and regression analyses.Findings/results: The respondents were found to have a moderate level of job satisfaction. Clan organisation culture was dominant in both the present and preferred cultures for innovative and non-innovative companies; however, organisational culture consent was significantly related to job satisfaction only for creative talents and not for general workers.Practical implications: A clear and dynamic organisational culture needs to be created to boost creative employees’ flexible aspirations. Diversity of employees should be taken into account to better formulate a reasonable compensation, promotion and motivation mechanism.Originality/value: This study addresses the research gap in the field of job satisfaction in China by providing a method to quantify organisational culture consent based on data collected by the Organisational Culture Assessment Instrument and to analyse its relationship with job satisfaction among creative talents.

Multi-level analysis of factors influencing teacher job satisfaction in China: evidence from the TALIS 2018

ABSTRACT This study used the data from the TALIS 2018 to explore how teacher job satisfaction is affected by factors at the teacher-level (e.g., teacher motivation and teachers’ perceived disciplinary climate) and school-level (e.g., school delinquency and violence) simultaneously. The HLM results showed that both the school- and teacher-level factors were significantly related to teacher job satisfaction. These findings were discussed in relation to Chinese educational contexts.

How can professional learning communities influence teachers’ job satisfaction? A mixed-method study in China

ABSTRACT This mixed-method study explored the influences of professional learning communities (PLCs) on teachers’ job satisfaction in China. A questionnaire survey was administered to 488 teachers in 16 primary schools in Shanghai to examine the effect of PLCs on teachers’ job satisfaction. Follow-up qualitative interviews with 10 teachers were conducted to explain the reasons behind such effects. The results show that the organisation-centric characteristics of PLCs, comprising supportive leadership, organisational structure and cultural barriers, have significant and positive effects on the teacher-centric characteristics of PLCs (i.e., collaborative inquiry and sharing and shared purpose and responsibility), which further significantly and positively predicted teacher job satisfaction. The practical implications of the findings and suggestions for future research are discussed.

The effect of direct and representative employee voice on job satisfaction in China: evidence from employer-employee matched data

This study examines the influence of direct and representative employee voice as well as their interactive effect on job satisfaction in China. Using the unique cross-sectional survey data from 350 firms over 3,000 workers across different industries and regions in China, the key findings of this paper suggest that the direct employee voice has a positive impact on employees’ job satisfaction while the relationship between representative voice and job satisfaction is insignificant. In addition, the interaction effect between direct and representative voice on job satisfaction is negative implying the inhibiting effect between these two forms of employee voice which in turn lowers job satisfaction. This study provides some practical implications supporting the importance of employee voice, particularly the direct voice. In particular, management should support the channels allowing employees to meaningfully involve and exercise their voice as effective strategies for contributing to enhance organizational performance through a more satisfied workforce.

중국 기업의 서번트 리더십, 팔로워십과 직무만족간의 관계에 관한 연구 : 역할갈등의 조절효과를 중심으로

본 논문에서는 관계 지향적 문화를 가진 중국기업에서 서번트 리더십, 독립적·비판적 팔로워십과 구성원의 직무만족 간의 관계에 대해 살펴보고 독립적·비판적 팔로워십과 직무만족간의 관계에서 역할갈등의 조절효과를 밝히고자 한다. 본 연구는 중국 절강성, 상하이의 기업에 종사하는 직장인 403명으로부터 설문을 통해 검증되었다. 구조방정식과 위계적 회귀분석 결과, 첫째 중국기업에서 서번트 리더십과 독립적·비판적 팔로워십과 정(+)의 영향을 미쳤다. 둘째, 서번트 리더십은 구성원의 직무만족에 정(+)의 영향을 미쳤다. 셋째, 독립적·비판적 팔로워십은 직무만족에 정(+)의 영향을 미쳤다. 마지막으로 역할갈등이 독립적·비판적 팔로워십과 직무만족간의 관계에서 조절효과를 나타냈다. 본 연구의 의의를 살펴보면 중국기업에게 조직 효과성 확보를 위한 구성원의 직무만족 향상을 위해 서번트 리더십의 필요성과 구성원의 독립적·비판적 사고 개발의 중요성을 제시했다. 또한 구성원들의 역할갈등을 최소화시킬 수 있도록 직무체계화의 필요성에 대한 시사점을 제시하고 있다.

Job Satisfaction Among Doctors from Jiangsu Province in China.

BackgroundDoctors’ job satisfaction has an important effect on medical and health services. This study assessed the level of job satisfaction in Chinese doctors and explored how influencing factors differ between general practitioners and specialists.Material/MethodsThe Minnesota Satisfaction Questionnaire (MSQ) on job satisfaction was distributed to 1883 doctors in Jiangsu province, including 850 general practitioners and 1033 specialists. Data analysis was performed with SPSS 20.0. A one-way ANOVA was used to analyze doctors’ job satisfaction and logistic regression analysis was used for multivariate analysis. Correlation analysis was done on the 5 dimensions of satisfaction.ResultsThe average MSQ score of all surveyed doctors was 3.11±0.87, with general practitioners (GPs) and specialists scores of 2.81±0.84 and 3.35±0.82, respectively. Analysis of doctor satisfaction indicated that gender, age, marital status, educational attainment, professional title, and seniority were statistically significant (P<0.05). Overall satisfaction was most closely related to the job itself (r=0.96); work, work environment, and interpersonal relationship were closely related with lead management.ConclusionsThe level of job satisfaction of Chinese doctors, especially general practitioners, needs to be improved. Measures such as improving education levels, work environment, and relationships should to be taken soon to improve doctors’ job satisfaction in China.

Ethical leadership, self-efficacy and job satisfaction in China: the moderating role of guanxi

PurposeThe purpose of this paper is to investigate how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in China. The authors posit that guanxi, which is a complex relational phenomenon deeply rooted in Chinese tradition, may act as a substitute for ethical leadership in the Chinese workplace.Design/methodology/approachA conceptual model which explicitly incorporates guanxi as a moderator in explaining the relationship between ethical leadership and job satisfaction is developed. This model is then tested using data from a sample (n=388) of professional employees in nine organisations in Beijing, China.FindingsThe results show that, as expected, self-efficacy positively and strongly mediates the ethical leadership-job satisfaction relationship. However, guanxi negatively moderates the overall effect of ethical leadership on job satisfaction with the effect being larger in Chinese-owned enterprises compared to foreign-owned enterprises. The findings suggest that employee relationship with their leaders may act as a substitute for ethical leadership in the Chinese workplace.Research limitations/implicationsThe main question which this research uncovers is whether the Western-based conceptualisation of ethical leadership is applicable in different cultural contexts. The authors’ research shows clearly that in the case of China, guanxi plays a substituting role and reduces the effects of ethical leadership on job satisfaction. Future research could investigate the effects of ethical leadership in different cultural contexts.Practical implicationsThe substituting effect of guanxi on the ethical leadership-job satisfaction relationship suggests that Western firms need to consider culture as an integral contextual factor in explaining employee job satisfaction when they operate in a different cultural context.Originality/valueThe explicit consideration of guanxi as an influencing factor of the effects of ethical leadership on job satisfaction in the context of the workplace in China and the testing of this relationship via a moderated-mediation approach is novel.

중국 조선족 유아교사의 배경변인과 전문성 발달 및 직무만족도 간의 관계

본 연구는 조선족 유치원 교사의 전문성 발달정도와 직무만족도는 어떠하며, 유아교사의 배경변인에 따라 전문성 발달정도와 직무만족도에 차이가 있는지 그리고 전문성 발달 정도와 직무만족도 간의 관계는 어떠 한지를 알아보는데 목적이 있다. 본 연구결과를 살펴보면 다음과 같다. 첫째, 조선족 유아교사의 전문성 발 달 정도는 높으며 이는 근무기관, 연령, 학력, 경력과 자격증 유무에 따라 유의미한 차이가 있는 것으로 나 타났다. 둘째, 조선족 유아교사의 직무만족도는 높으며 이는 근무기관, 학력, 자격증 유무에 따라 유의미한 차이가 있는 것으로 나타났다. 셋째, 조선족 유아교사의 전문성 발달 정도와 직무만족도는 높은 정적 상관 이 있는 것으로 나타났다. 본 연구는 조선족 유아교사의 전문성 발달을 위한 교사교육 프로그램 개발 혹은 유아교사들의 근무환경 개선에 도움이 되는 기초 자료를 제공하는데 의의가 있다.

MANAGERIAL HUMOR, LEADERSHIP STYLE, AND JOB SATISFACTION IN CHINA AND THE U.S.

ABSTRACT The present study compares humor use by superiors and subordinates in the U.S. and China as a function of gender and investigates the relationship between humor usage and job satisfaction in the two countries. The possible functioning of humor as a mediator in the association of leadership style with job satisfaction is also examined. Chinese and U.S. workers' self-reported humor use and job satisfaction did not differ. Males reported greater use of both positive and negative humor than did females in both countries. The American respondents perceived their supervisors as using both more positive humor and more negative humor than did the Chinese. Also, Americans perceived their supervisors as using both task and relationship leadership styles to a greater extent than did the Chinese. Further, the associations of leader task behavior and job satisfaction and of leader relationship behavior and job satisfaction were positive and were moderated by positive humor use such that high positive humor use enhanced the associations. The results suggest that gender explains differences in use at work more than does culture. The lack of significant national differences in self-reported humor use by the subordinates surveyed may be explained by a growing convergence of business practices globally. Keywords Humor, Leadership, Job Satisfaction, China, Gender Differences

Research on Social Organization Employee's Job Satisfaction in China Based on Multi-level Factor Analysis Method

Human resource is the core resources of social organization, and social organization employee's job satisfaction is also the key research topic in charity research. On the basis of the national survey, this paper draws factor analysis method to evaluate employee's job satisfaction of 438 social organizations in China, and takes four principal components as measurement indicators of the criterion level through analytic hierarchy process, the ten domains of social organization as measurement indicators of the program level. The finding shows: (1) Social organization employee's job satisfaction scores low in China. (2) Employee recognition makes up the most important weight of social organization employee's job satisfaction. (3) The difference among the fields of social organization employee's job satisfaction is huge. Social organization is a special organization with Chinese characteristic, which is similar with NGO, NPO and CSO. Social organizations are compose of foundation, non-governmental non-commercial enterprise and association, which are usually divided into ten domains, including education, health, culture, technology, sports, labor, civil affairs, social medium service, legal service and others. At present, a dilemma of social organization is the growing labour shortage, exacerbated by an increasing demand for human resource, fewer employees starting and more employees leaving the profession for the other sectors. According to the Ministry of Civil Affairs of the People's Republic of China, there were 440 thousand social organizations and 6.18 million employees, which accounts for only 0.5% of the population in 2010; the number of social organizations increased to 500 thousand in 2012, while the total employees decreased to 6.13 million, which accounted for only 0.48% of the population. The phenomenon draws increasing research attention to the motives, reward preferences and job satisfaction of staffs in social organization. A better understanding of these issues and of the facets affecting employee's intention to remain employed should benefit their retention. Unlike for-profit organization and public sector, however, research on social organization employee's job satisfaction remains scant. Job satisfaction is one of the strongest predictors of intent to stay and retention, and there is also some evidence that the quality of service is related to providers' job satisfaction (1) . A better understanding of social organization employee's job satisfaction can therefore benefit the sector significantly (2) .