Job satisfaction during COVID-19: industry 5.0 as a driver of sustainable development and gender equality
Abstract
Employee job satisfaction is essential for organizations because it influences motivation as well as productivity, and consequently the overall performance of an organization. As the COVID-19 pandemic disrupted many work-related processes and practices, the Industry 5.0 framework formulated new approaches for a sustainable and resilient European industry. The aim of this study is to evaluate the effects of the pandemic on job satisfaction in terms of gender differences and firm size in the context of the Industry 5.0 paradigm. Job Satisfaction Surveys (JSS) from the year 2013 to 2021 were analyzed. Our results indicate that in the Czech Republic, overall job satisfaction did not decline during the pandemic, and women were slightly more satisfied than men. Moreover, overall job satisfaction was slightly higher in small firms. These are surprising results, given the negative impacts on employment reported by many countries. We explore the differences in government policies and programs enacted during the pandemic to assist employers and employees to mitigate the negative impacts of the pandemic. In general, Czech and EU policies appeared to be better in mitigating unemployment rates than US policies. The findings are valuable for crafting best practices for organizations and future policy and program planning for governments.
Keyword : job satisfaction survey (JSS), job satisfaction determinants, gender, working conditions, firm size, COVID-19
How to Cite
Frutos-Bencze, D., Sokolova, M., Zubr, V., & Mohelska, H. (2022). Job satisfaction during COVID-19: industry 5.0 as a driver of sustainable development and gender equality. Technological and Economic Development of Economy, 28(5), 1527–1544. https://doi.org/10.3846/tede.2022.17680
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Gezici, A., & Ozay, O. (2020). How race and gender shape Covid-19 unemployment probability (PERI Working Paper Series, 521). SSRN. https://doi.org/10.2139/ssrn.3675022
Gholami Fesharaki, M., Talebiyan, D., Aghamiri, Z., & Mohammadian, M. (2012). Reliability and validity of “Job Satisfaction Survey” questionnaire in military health care workers. Journal of Military Medicine, 13(4), 241–246.
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Hale, T., Petherick, A., Phillips, T., & Webster, S. (2020). Variation in government responses to COVID-19 (Blavatnik School of Government working paper 31(2020-11)).
Heneman III, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20(1), 129–141. https://doi.org/10.1080/00207598508247727
Hirschfeld, R. R. (2000). Does revising the intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form make a difference? Educational and Psychological Measurement, 60(2), 255–270. https://doi.org/10.1177/00131640021970493
Idson, T. L. (1990). Establishment size, job satisfaction and the structure of work. Applied Economics, 22(8), 1007–1018. https://doi.org/10.1080/00036849000000130
International Labour Organization. (2018). Women and men in the informal economy: A statistical picture. https://www.wiego.org/publications/women-and-men-informal-economy-statistical-picture-3rd-edition
International Labour Organization. (2021). ILO Monitor: COVID-19 and the world of work. https://www.ilo.org/global/topics/coronavirus/impacts-and-responses/WCMS_824092/lang--en/index.htm
Ironson, G. H., Smith, P. C., Brannick, M. T., Gibson, W. M., & Paul, K. B. (1989). Construction of a job in general scale: A comparison of global, composite, and specific measures. Journal of Applied psychology, 74(2), 193–200. https://doi.org/10.1037/0021-9010.74.2.193
Judge, T. A., & Hulin, C. L. (1993). Job satisfaction as a reflection of disposition: A multiple source causal analysis. Organizational Behavior and Human Decision Processes, 56(3), 388–421. https://doi.org/10.1006/obhd.1993.1061
Judge, T. A., & Watanabe, S. (1993). Another look at the job satisfaction-life satisfaction relationship. Journal of Applied Psychology, 78(6), 939–948. https://doi.org/10.1037/0021-9010.78.6.939
Khoreva, V., & Wechtler, H. (2018). HR practices and employee performance: The mediating role of well-being. Employee Relations, 40(2), 227–243. https://doi.org/10.1108/ER-08-2017-0191
Kifle, T., & Hailemariam Desta, I. (2012). Gender differences in domains of job satisfaction: Evidence from doctoral graduates from Australian universities. Economic Analysis and Policy, 42(3), 319–338. https://doi.org/10.1016/S0313-5926(12)50032-9
Koch, M., & Park, S. (2022). Do government responses impact the relationship between age, gender and psychological distress during the COVID-19 pandemic? A comparison across 27 European countries. Social Science & Medicine, 292, 114583. https://doi.org/10.1016/j.socscimed.2021.114583
Lang, J. R., & Johnson, N. B. (1994). Job satisfaction and firm size: An interactionist perspective. The Journal of Socio-Economics, 23(4), 405–423. https://doi.org/10.1016/1053-5357(94)90011-6
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4(4), 309–336. https://doi.org/10.1016/0030-5073(69)90013-0
Locke, E. A. (Ed.) (1976). The nature and causes of job satisfaction. Rand McNally College Publishing Company.
McKinsey. (2021a). COVID-19 and gender equality: Countering the regressive effects. Future of Work. https://www.mckinsey.com/featured-insights/future-of-work/covid-19-and-gender-equality-countering-the-regressive-effects
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Nahavandi, S. (2019). Industry 5.0 – A human-centric solution. Sustainability, 11(16), 4371. https://doi.org/10.3390/su11164371
Ogunkuade, I. M., & Ojiji, O. O. (2018). The Nigerian validation of Spector’s job satisfaction survey. IFE PsychologIA: An International Journal, 26(1), 170–181.
Perugini, C., & Vladisavljević, M. (2019). Gender inequality and the gender-job satisfaction paradox in Europe. Labour Economics, 60, 129–147. https://doi.org/10.1016/j.labeco.2019.06.006
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