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This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).

The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.

This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.

This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.

This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.

We aimed to analyze the impact of the transition to the hybrid model of teamwork and team dynamics from the perspective of the five key challenges, i.e. communication, coordination, connection, creativity and culture.

To achieve the stated aim, we conducted a literature review and then an exploratory qualitative study. We split the research into phases: December 2021 to January 2022 and July to August 2022. In the first phase, we conducted computer-assisted online interviews (CAWIs) with all members of the remote team and an in-depth interview with the manager. After the transition from remote to hybrid work in February 2022, we returned to the team to conduct in-depth interviews with team leaders and the manager.

We identified key findings, i.e. managerial implications of differences across the 5 Cs (communication, coordination, connection, creativity and culture) noted in the functioning of the analyzed team as the team shifted from fully remote work to the hybrid work model.

We concluded that if people do not spend time together and are not impregnated with the unique culture and values of a given organization, they will not feel a connection to its distinctive ethos and may choose to leave. In the longer-term, the last challenge may be the biggest single opportunity for employees post-pandemic and concurrently the single biggest challenge that organizational leadership will need to address, given that sustainable market success depends on talent.

The results showed that team communication, teamwork coordination, social and emotional connections among team members, nurturing of creativity, as well as of the organizational culture were of high importance to the team in the hybrid work model. Thus, we confirmed the findings of other authors. The study contributes to our understanding of the impact of the hybrid work model on teamwork and team dynamics and provides some guidance on how organizations can mitigate these, in particular through the team manager.

Using selected personal and job-related variables, the purpose of this paper is to analyse job satisfaction among public sector senior managers and employees and then compare both cohorts with private-sector managers and employees.

The authors apply a General Linear Univariate Model with interactions that allows us to detect the influence of the independent variables based on the baseline reference value.

Results indicate that public employees differ considerably from employees in the private sector, while public sector managers’ behaviour and preferences are very similar to those of private-sector managers.

One main conclusion is that the management function of senior managers is basically the same, whether they are in the public or private sectors, and, thus, private management techniques, such as new public management (NPM), can be applied to the public sector. The main shortcoming of the study is that a qualitative analysis does not allow us to observe the impact of ethical aspects that could guide value-oriented management.

Difficulties in management by public-sector managers may arise from public employees’ perceptions regarding the application of private management practices.

High job-satisfaction ratings by public managers may indicate that, in spite of their lower wages compared to the private sector, there is no reason to conclude that a suboptimal staffing of public managers might occur that would jeopardise public services.

The authors are unaware of precedents that analyse differences between the public and private sectors in comparing employees and senior managers. Uniquely, the authors use a very large sample to draw conclusions. This paper can guide public senior managers who work in public administration.

Se analiza la satisfacción laboral de los directivos y de los empleados públicos en contraposición a los directivos y empleados privados a partir de determinadas variables de tipo personal y laboral.

Aplicación de un Modelo Lineal General Univariante con Interacciones que nos permiten ver la influencia de las variables independientes a partir del valor base de referencia.

Los resultados señalan que los empleados públicos difieren notablemente de los empleados del sector privado mientras que los directivos públicos expresan comportamientos y preferencias muy similares a los directivos del sector privado.

La implicación general es que la gestión pública de los directivos no se diferencia mucho de la gestión privada por lo cual es susceptible de aplicar las técnicas de gestión privada como el New Public Management. La limitación fundamental es que el análisis cuantitativo no permite observar la incidencia de aspectos éticos susceptibles de orientar la gestión con valores.

Las dificultades en la gestión de los directivos públicos pueden venir de la propia percepción que tienen los empleados públicos de la aplicación de prácticas de gestión privada.

La elevada Satisfacción laboral de los directivos públicos señalaría que a pesar de que sus remuneraciones son inferiores a las del sector privado no tiene por qué producirse una dotación subóptima de gestores públicos que pudiera perjudicar los servicios públicos.

No conocemos precedentes de analizar la diferencia entre los sectores público y privado al comparar empleados y directivos. Utilizamos una muestra elevada. El trabajo permite orientar la gestión pública de los directivos públicos.

Introduction: Considering the facts that hospitality employees belong to the category of low paid workers, tips are an important source of their incomes. It is very important to determine the nature of the relationship between dependence on tips among hotel employees on their job satisfaction due to the possible influence on their turnover intentions. Aim: The aim of this chapter was to investigate the relationship between job satisfaction, the dependence on tips and turnover intentions among hotel employees. Method: Data were collected during spring 2020 in the hotels on the territory of the Republic of Serbia. A total of 213 employees from different departments were included in the research. Findings: Correlation analysis showed that there is a small negative correlation between job satisfaction and turnover intentions. Significant medium correlation is calculated between dependence on tips and turnover intentions. Significant negative correlation exists between job satisfaction and dependence on tips.

Education-job mismatches, especially overeducation or vertical mismatch, are generally found to lower the worker’s job satisfaction, which may generate the counter-productive behaviors, such as high rates of absenteeism and turnover in developed countries. The purpose of this paper is to examine the impacts of educational mismatches from their both forms and dimensions (match, overeducation, horizontal mismatch and double mismatch) on the job satisfaction among university graduates in Cambodia.

To deal with the sample selection bias owing to the unobserved job satisfaction of unemployed graduates, this paper applies the Heckman probit model on a survey conducted with 19 higher education institutions in Cambodia.

Results indicate that a half of graduates suffer at least one type of educational mismatch and the both forms of mismatches adversely affect the job satisfaction with the strongest impact from the double mismatch case.

The authors take into account the sample selection bias, but are not able to deal with the unobserved heterogeneity, such as individual competences and preferences. With the panel data, it would be possible to isolate those individual fixed effects.

The findings underline the importance of improvement in the quality of higher education in Cambodia that seems to play a main role in this education-job mismatch problem. Creating the occupational counseling for the high school students would be also helpful to orientate students to the majors strongly needed by the labor market.

This paper focuses on all forms and dimensions of mismatches and takes into account the sample selection bias in the context of a low-income country where the increasing rate of enrollment in higher education seems to be accompanied by an increasing rate of education-job mismatches. Previous research works focused mostly on overeducation and in developed countries.

Previous research shows a positive effect of job satisfaction and retention on both workers’ and organizations’ welfare, it is important to understand whether the characteristics of a job and workers’ perceptions of certain job traits can predict job satisfaction and retention in an organization. This paper explores the effect of 18 job characteristics on the likelihood that a worker is satisfied with his or her job, the chance that he or she looks for an alternative employer in the following year and the number of years employed by the same organization.

The author adds to the current state of the literature on the importance of job characteristics in several ways. First, the author utilizes a list of 18 job characteristics or perceptions, which to the best of our knowledge is one of the most extensive sets of characteristics that has been considered. This allows us to examine lots of aspects of the job, and their connection to the outcomes of interest. Second, the author uses not only basic regression methods but also ordered Logit specifications to obtain more precise estimates of the effect of job characteristics on job satisfaction and workers’ propensity to look for a new job. Third, the author considers the possibility that a combination of job characteristics, rather than a single factor, influences the level of satisfaction with the job and retention, measured by the likelihood that a worker plans to look for an alternative job in the following year and the years at the current job. The author explores the latter through principal component analysis. Fourth, the author explores gender differences in the effect of job characteristics on job satisfaction and retention. Finally, the author discusses the implications of this research to policy decision-making and managerial decisions.

The author finds that personal development opportunities and job security are positively related to job satisfaction, and negatively related to the likelihood of looking for a new job. Opportunities for personal development have a stronger effect on job satisfaction of men than women. Male workers’ job satisfaction also depends on whether they are given enough time to complete assigned tasks. The perception of security in the current job, having reliable coworkers and receiving sufficient help in a job make it less likely for women to perform a job search. Fringe benefits encourage workers of both genders to stay in an organization longer. Job security also has a positive relationship with the years in a given job for women, but not for men.

The findings have implications for managers and policy decision-makers. For managers, it is important to be aware of the value male and female workers place on different job characteristics, because a number of studies show the importance of job satisfaction on the success of companies (Porter et al. 1977; Mobley et al., 1979; Tett et al. 1993; Posner et al. 1993), and the author shows that job satisfaction depends on different characteristics for men and women. In addition, managers’ awareness of the findings related to the factors that are likely to retain workers in a company is important because of the costs of recruiting new workers, including hiring, training and opportunity costs. For policy considerations, programs that help in matching employers with potential workers are likely to find good fits for both sides of the labor market if they direct women to jobs that provide more security, opportunities for personal development, and help at work. Jobs that offer more time to complete tasks would retain and increase the chance of keeping male workers satisfied with their job.

The paper investigates the effects of individual employees' empowerment on different forms of job satisfaction in British workplaces while controlling for the presence of job demands and whether these effects depend on the presence of an equality plan in the workplace. The demand-control model that the authors test proposes that imbalances between the demands placed on employees and the control they have in their job negatively affect employee well-being and health. Control may also be strengthened, and demands mitigated, by effective equality policies. This study looks at nine forms of job satisfaction and examines the individual effects of job demands, job control, the interaction of control and demands and their joint effects with equality plans.

The study uses matched employee–employer British data from the 2011 Workplace Employment Relations Survey (WERS). The authors conduct principal component analysis (PCA) and logit estimations and estimate a recursive simultaneous bivariate probit model.

Employee empowerment, or job control, is a key predictor of job satisfaction, and job demands are negatively associated with various aspects of job satisfaction. The presence of equality plans strengthens the positive effects of job control and mitigates the detrimental effects of job demands. Consistent with the demand-control model, employees are more likely to be satisfied in low strain jobs (jobs with low demands and high control) than in high strain jobs (jobs with high demands and low control). Employees in passive jobs (jobs with low demand and low control) on the other hand are less likely to be satisfied with achievement and influence than employees in low strain job.

Much of the empirical literature has focused on collective empowerment practices and none has tested the demand-control model. This paper adds to the literature on employee empowerment practices with a focus on individualised job control and the way its effects interact with equality plans. In the process, the authors provide novel and rigorous empirical evidence on an extended version of the demand-control model.

Migrant enterprises comprise about 10 per cent of all enterprises in Germany and are therefore a crucial part of the German economy and its entrepreneurial ecosystems. Relatedly, migrant entrepreneurship is a highly recognized topic within political discussions as well as within entrepreneurship research. While there is already an impressive body of work regarding the nature and quality of migrant enterprises, many questions regarding the personal motives and satisfaction of migrant entrepreneurs still remain unanswered, particularly with regards to their job satisfaction. Thus, this study aims to address such questions regarding the job satisfaction of entrepreneurs with different backgrounds.

Using the German Socio-Economic Panel data set, the authors close this research gap by investigating the job satisfaction of migrant entrepreneurs in Germany compared with native entrepreneurs.

First generation migrants show, in general, less job satisfaction than the native population. Second generation male migrant entrepreneurs’ show less job satisfaction; however, this association is reversed for females: second generation female migrant entrepreneurs are more satisfied with their self-employment than their native counterparts.

These differing results lead to differing implications for policymakers who wish to create and develop entrepreneurial and labour market support for different target groups.

The purpose of this paper is to study the factors affecting the return to work (RTW) of injured workers in an institutional setting where workers’ earnings are fully compensated during the disability period.

The authors use a unique data set matching employer-employee panel data with Italian workers’ compensation records. The authors estimate survival models accounting for workers’ unobserved heterogeneity.

Workers with higher wage growth, higher relative wages and from firms with better histories of stable employment, RTW sooner. More vulnerable workers – immigrants, females, members of smaller firms – also tend to return sooner. But even when we control for such measures of commitment, status, and job security, high-wage workers RTW sooner.

The authors use proxies as measures of commitment and status. The authors study blue-collar workers without finer job qualifications. The authors estimate a reduced form model.

In an institutional environment where the immediate cost of workers’ compensation benefits falls largely on firms, employers seem to pressure those workers whose time off is more costly, i.e., high-wage workers. The lack of evidence of ex post moral hazard behavior also demands for a better understanding of the relationship between benefits and RTW.

Workers who are induced to RTW before full recovery jeopardize their long- term health and employability. Firms that put such pressure on employees might generate social costs that can be particularity high in the case of high productivity workers.

The paper offers the first quantitative analysis of an institutional setting where injured workers face 100 percent benefits replacement rate and have job security. This allows focus on other workers’ or employers’ reasons to speed RTW. It is one of very few economics studies on this topic in the European context, providing implications for human resource managers, state regulators, and unions.

This research extends the knowledge on the less-frequently explored outcomes of entrepreneurial endeavour. The study provides unique insights into the overall satisfaction of entrepreneurs with their life, job and financial situation, as well as perceived economic self-sufficiency and income. The obtained findings represent a specific group of Czech self-employed individuals who started their businesses while unemployed, with the help of public financial assistance.

The presented contribution is based on a primary survey among those individuals (N = 128), conducted in 2022 and triangulated by insights from informal interviews with the respondents and earlier empirical evidence.

The main findings document that most of the surveyed entrepreneurs are overall satisfied with their lives and jobs, their incomes are above the minimum wage and, despite the challenges faced, they mainly benefit from autonomy associated with this career choice. The multivariate ordered logistic regression results highlight the significance of several previously identified variables, such as gender, health status, formal education, entrepreneurial self-efficacy and family situation, that influence the studied outcomes and provide opportunities and challenges for ongoing research.

The conducted study acknowledges the need to consider the whole picture of entrepreneurship success. Therefore, it provided insights into the monetary and non-monetary outcomes of the specific type of entrepreneurship.