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Author: search.filters.author.Theodossiou, IoannisSubject: search.filters.subject.job satisfaction

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    Vignette Equivalence and Response Consistency : The case of job satisfaction
    (2011) Van Praag, Bernard M.S; Ferrer-i-carbonell, Ada; Theodossiou, Ioannis; University of Aberdeen.Economics
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    Image and Reality: the Case of Job Satisfaction
    (AIAS, Amsterdam Institute of Labour Studies, University of Amsterdam, 2006-03-10) Ferrer-i-Carbonell, Ada; Van Praag, Bernard M.S.; Theodossiou, Ioannis
    This study makes a distinction between two types of utility. Experienced utility is defined as the job satisfaction derived from the present job, estimated by using a subjective evaluation of job satisfaction. Anticipated utility is defined as the individual’s anticipated job satisfaction before starting the job and it is studied by using a stated preference methodology known as conjoint analysis. The results suggest that the two utility concepts are different. Information about experienced utility is useful for the evaluation of well-being policies and the welfare effects of various employer strategies. Anticipated utility provides knowledge about the job search process.
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    Some are Punished and Some are Rewarded: A Study of the Impact of Performance Pay on Job Satisfaction
    (2007-01-23T14:20:56Z) McCausland, W. David; Pouliakas, Kostas; Theodossiou, Ioannis
    Using an econometric procedure that corrects for both self-selection of individuals into their preferred compensation scheme and wage endogeneity, this study investigates whether significant differences exist in the job satisfaction of individuals receiving performance-related pay (PRP) compared to those on alternative compensation plans. Using data from four waves of the British Household Panel Survey (BHPS), it is found that PRP exerts a positive effect on the mean job satisfaction of (very) high-paid workers only. A potential explanation for this pattern could be that for lower-paid employees PRP is perceived to be controlling, whereas higher-paid workers derive a utility benefit from what they regard as supportive reward schemes. Using PRP as an incentive device in the UK could therefore be counterproductive in the long run for certain low-paid occupations.