What really matters in a job? Hedonic measurement using quit data
What really matters in a job? Hedonic measurement using quit data
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DOI：
10.1016/s0927-5371(01)00031-8
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发表时间：
2001-05-01
期刊：
影响因子：
2.4
通讯作者：
Clark, AE
中科院分区：
文献类型：
--
作者：
Clark, AE
本文使用英国家庭面板调查（BHPS）的前七波劳动力市场拼写数据模型分离和退出。出现了三个主要结果。首先，工作满意度数据是离职和辞职的有力预测因素，甚至控制了工资，工作时间和标准人口统计和工作变量。第二，比较的权力，七个领域的工作满意度的措施，在退出方程产生的排名工作特点：工作保障和薪酬是最重要的，其次是使用的主动性，工作本身，和工作时间。这一排名在不同的劳动力市场群体之间有明显差异。最后，对工会工作的不满似乎是真实的：不满意的工会成员和不满意的非工会成员一样有可能辞职。然而，工会“搭便车者”（在得到工会承认的企业中的非工会成员）的行为似乎与工会不被承认的企业中的工人不同。(C)2001 Elsevier Science B.V.保留所有权利。
This paper uses labour market spell data from the first seven waves of the British Household Panel Survey (BHPS) to model separations and quits. Three main results emerge. First, job satisfaction data are powerful predictors of both separations and quits, even controlling for wages, hours and standard demographic and job variables. Second, the comparison of the power of seven domain job satisfaction measures in a quit equation yields a ranking of job characteristics: job security and pay are the most important, followed by use of initiative, the work itself, and hours of work. This ranking differs markedly across different labour market groups. Last, union job dissatisfaction seems to be real: dissatisfied union members are just as likely to quit as are dissatisfied union non-members. However, union "free-riders" (non-union members at establishments with union recognition) do seem to behave differently from workers at establishments where unions are not recognised. (C) 2001 Elsevier Science B.V. All rights reserved.