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Hierarchical Position in the Work Organization and Job Satisfaction: A Failure to Replicate
Jon S. Ebeling
Department of Political Science, California State University, Chico, California 95929.
Michael King
Department of Psychology, California State University, Chico
The association between hierarchical position in the work organization and job satisfaction was examined in national probability samples from 1972, 1973, 1976, and 1977. Results failed to replicate the finding in a 1974 national sample that position and job satisfaction are significantly associated when occupational prestige, income, and age are controlled. The importance of replicating large survey results across independent samples is emphasized.Increasing globalization continues to drive corporate expansion into new foreign markets, requiring organizations to staff foreign management positions using expatriate employees. Incidents of expatriate failure are high, however, and can cause substantial losses for the organization. Although many organizations pursue varying strategies to minimize expatriate failure, more organizations should capitalize on synergies between expatriate programs, the tenets of job satisfaction, and, indirectly, predictors of turnover. This article evaluates current expatriate research studies and builds upon that knowledge base by linking organizational support of expatriates to job satisfaction. Research has shown that many organizations have mastery of the tenets of job satisfaction with their
domestic employees; thus, global organizations should extend similar practices to expatriate employees. Recommended strategies include organizational practices to enhance the acculturation and adjustment of an expatriate, thereby increasing his or her job satisfaction, ability to complete the assignment successfully, and reducing turnover potential.
Individual Differences in Adaptation to Work Dissatisfaction
Joseph G. Rosse Stacy L. Saturay
University of...
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