在劳动密集型条件下工作的希腊公务员的工作满意度、社会满意度和薪酬满意度的性别差异外文翻译资料

Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour -Intensive

Nikolaos Antonakas and Amalia Mironaki

Department of Economic Sciences, University of Peloponnese

End Karaiskaki Str Tripoli, 22100 Greece

Abstract.

The objective of this study is to detemiine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary.For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and mens satisfaction who work under working conditions - intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

Keywords:

Business and Management, Job Satisfaction, Satisfaction with Society, Satisfaction with Salary, Gender.

PACS: 89.65.Gh

INTRODUCTION

Job Satisfaction is generally perceived to be directly hnked to productivity as well as to personal wellbeing. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance.

In the case of job satisfaction, however, there is no generally accepted definition. Numerous efforts have been made by various researchers to determine the concept, and most of them result in the identification of factors

affecting positively or negatively.

Churchill and al (1974), define as job satisfaction all the features of the job itself and of the working environment in which employees might find rewarding, fulfilment and satisfaction or instead develop feelings of

frustration and dissatisfaction, while Abu-Buder (2000) attributes job satisfaction or dissatisfaction to the relationship of the expectations people have for their work and what actually can take from it.Expressed more simply. Judge and Hulin (1993) and Judge and Watanabe (1993) define job satisfaction as the degree of satisfaction that the employee receives from his work and the various dimensions of this, which affect the welfare of even the pleasure of his life, while the H. M. Weiss (2002) considers that job satisfaction is the assessment of a worker for his work and the overall working environment.

Given that there have not been experimental measurements of work satisfaction, the investigations made in this respect, mainly trying to highlight the factors that determine the connection which are related with and influence job satisfaction.

Porter and Lawer (1967) developed the theoretical model, based on research it had carried out previous years (in 1965), whereby job satisfaction is determined by the internal and external rewards, and how fair the employee understands the comparison with those offered by the Organization for similar efforts and performance. The Hackman and Oldham (1976) conducted an investigation which reveal five characteristics that can lead to job CP1148, Vol. 2, Computational Methock in Science and Engineering, Advances in Computational Science edited by T. E. Simos and G. Maroulis copy;2009 American Institute of Physics 978-0-7354-0685-8/09/$25.00

922satisfaction: skill variety, task identity, task significance, autonomy and working feedback. In addition the Agho (1993) considered as important factors of the job satisfaction, friendships developed within the labour conflicts, and the workload.

From a survey conducted by Reiner and Zhao (1999), in the U.S. Air Force, job satisfaction variables can be grouped in two competing types: The demographic characteristics of employees and the characteristics of the job position. According to the results of this survey variables of the job position produce more important results in job satisfaction than those of the demographic characteristics of employees. Also in the survey carried out by Graham Young, David M. Tokar and Linda Mezydlo Subich in 1988 and was based on the theory of John Holland (1973), that job satisfaction is associated with six types of personality who can be classified most people (realistic, investigative, artistic, social, enterprising and conventional) and also that the working environment can be classified into six respective types. It was determined that when the type of personality

and the work environment is ahgned, satisfaction will increase, while job satisfaction has not been shown to significantly altered by the variables, sex, age, income and years of education.

In another survey made by Andrew Clark (1998) using 6.902 data of workers in OECD countries, studied the effect that had six personal characteristics of workers (Pay, Hours of work, future prospects, how hard or difficult the job is. Job content - interest - prestige - independent, and interpersonal relationship) have to job satisfaction according to the personal characteristics themselves. The relevance of these personal characteristics leads to the selection of one of them (the gender of the workers). Also, in a research carried out by J Garcia - Bemal and al (2005) in Spain according to workers gender find out that although men and women take into account the same dimensions ofjob satisfaction, the degree to which each dimension has an impact is varies.

OBJECTIVE

The objective of this paper is to determine empirical

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