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Work Satisfaction of Chinese Employees: A Social Exchange and Gender-Based View

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  • Hang Ngo
  • Sharon Foley
  • Ming Ji
  • Raymond Loi

Abstract

This study examines how perceptions of the work context affect the job and career satisfaction of Chinese employees. Perceived organizational support (POS), procedural justice, and gender bias against women are considered as antecedents. Gender is expected to moderate the relationships between these antecedents and the outcome variables. The results of hierarchical regression analysis on data from 591 Chinese employees indicated that POS and procedural justice are positively related to employees’ job and career satisfaction. Additionally, gender acts as a moderator in the relationship between POS and job satisfaction, and between gender bias against women and career satisfaction. Copyright Springer Science+Business Media Dordrecht 2014

Suggested Citation

  • Hang Ngo & Sharon Foley & Ming Ji & Raymond Loi, 2014. "Work Satisfaction of Chinese Employees: A Social Exchange and Gender-Based View," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 116(2), pages 457-473, April.
    • Handle: RePEc:spr:soinre:v:116:y:2014:i:2:p:457-473
    DOI: 10.1007/s11205-013-0290-2
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    References listed on IDEAS

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    5. Raymond Loi & Hang-Yue Ngo, 2010. "Mobility norms, risk aversion, and career satisfaction of Chinese employees," Asia Pacific Journal of Management, Springer, vol. 27(2), pages 237-255, June.
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    8. Richardsen, Astrid M. & Mikkelsen, Aslaug & Burke, Ronald J., 1997. "Work experiences and career and job satisfaction among professional and managerial women in Norway," Scandinavian Journal of Management, Elsevier, vol. 13(2), pages 209-218, June.
    9. Peng, Kelly Z. & Ngo, Hang-Yue & Shi, Junqi & Wong, Chi-Sum, 2009. "Gender differences in the work commitment of Chinese workers: An investigation of two alternative explanations," Journal of World Business, Elsevier, vol. 44(3), pages 323-335, July.
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    Cited by:

    1. Yunxia Zhu & Alison M. Konrad & Hao Jiao, 2016. "Violation and activation of gender expectations: Do Chinese managerial women face a narrow band of acceptable career guanxi strategies?," Asia Pacific Journal of Management, Springer, vol. 33(1), pages 53-86, March.
    2. Peng Nie & Lanlin Ding & Alfonso Sousa-Poza, 2020. "What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labour Turnover in China," Prague Economic Papers, Prague University of Economics and Business, vol. 2020(1), pages 85-104.
    3. Peng Nie & Lanlin Ding & Alfonso Sousa-Poza, . "What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labour Turnover in China," Prague Economic Papers, University of Economics, Prague, vol. 0, pages 1-18.
    4. Chiara Rollero & Angela Fedi & Norma Piccoli, 2016. "Gender or Occupational Status: What Counts More for Well-Being at Work?," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 128(2), pages 467-480, September.
    5. Ye Luo, 2016. "Gender and Job Satisfaction in Urban China: The Role of Individual, Family, and Job Characteristics," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 125(1), pages 289-309, January.
    6. Xing Zhang & Micha Kaiser & Peng Nie & Alfonso Sousa-Poza, 2019. "Why are Chinese workers so unhappy? A comparative cross-national analysis of job satisfaction, job expectations, and job attributes," PLOS ONE, Public Library of Science, vol. 14(9), pages 1-16, September.
    7. Matthew J. Monnot, 2017. "Marginal Utility and Economic Development: Intrinsic Versus Extrinsic Aspirations and Subjective Well-Being Among Chinese Employees," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 132(1), pages 155-185, May.

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