Contribution of job satisfaction to happiness of Asian Americans

Many demographic and labor force characteristics, such as family income, educational attainment, and occupation, correlated with job satisfaction. Since Asian Americans are more like Euro-Americans than African Americans in most of these characteristics, it seems reasonable to predict that their job satisfaction would be high as for Euro-Americans rather than low as for African Americans. Yet research of Weaver and Hinson showed that the opposite is true. One explanation for this unexpected result is that Asians do not think of jobs as a source of happiness but simply as a means of earning money to underwrite other aspects of their lives, such as the well-being of their families, which are the main sources of their happiness. The hypothesis was tested that job satisfaction does not contribute to the happiness of Asian Americans in comparison to satisfaction from other domains of their lives. Analysis was conducted of the attitudes of Asian-American (n = 160), African-American (n = 602), and Euro-American (n = 6,477) workers who responded to 22 surveys drawn from 1972 to 1998, each of which was representative of the labor force of the USA. The hypothesis was supported by the finding that the partial correlation of job satisfaction and global happiness with satisfaction in seven other domains of life (marriage, financial condition, community, nonwork activities, family, health and physical condition, and friendships) held constant was significant for Euro-American women and men but not for Asian Americans or African Americans of either sex. And, the same result occurred when global happiness was regressed on job satisfaction net the effects of satisfaction in other seven domains.

The effects of being born in the United States on the job satisfaction of Asian Americans

Analysis of the responses of Asian American (n = 178), African American (n = 1,026), and European American (n = 8,118) full-time workers to 21 nationwide surveys representative of the U.S. labor force from 1972 through 1996 showed the job satisfaction of Asian Americans compared to that of the other two groups was affected by whether subjects were born in the United States. In addition, there were no gender differences in job satisfaction among African Americans and European Americans who were and were not born in the U.S., but there were such differences among Asian Americans.

Job satisfaction of Asian Americans

Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

Should Hispanic persons from different countries of origin be combined into one sample for analysis?

Hispanic respondents to 21 nationwide surveys were grouped on the basis of country of origin into Mexican Americans (n = 402), Puerto Ricans (n = 119), and Other Latin Americans (n = 105). Analysis showed no significant over-all differences among subgroups. No significant subgroup differences in work attitudes were found for women and only one for men. Analysis of subgroup attitudes across age, education, occupation, family income, and personal income also gave no significant differences. These results provide tentative evidence that Hispanic respondents from different countries of origin may be aggregated into a single sample for analysis. There may be no more reason to analyze their responses separately by country of origin than there is to do so for persons of European or African origin.

Attitudes of women toward homosexual behavior as a function of veteran status

Analysis of data from the General Social Surveys: 1972–1992 indicated no difference between 49 women who were veterans of military service and 5402 women who were not veterans in approval of homosexual behavior.

Attitudes toward homosexual behavior: effects of veteran status

The present study examined the attitudes toward homosexual behavior of veterans of United States military service and nonveterans. Using a nationwide survey as the database, 1,293 veterans did not differ from 2,330 nonveterans in approval of homosexual behavior, as over 74% of each group expressed disapproval.

Further evidence on education and job satisfaction

Regression analysis of data from recent U.S. national surveys was used to estimate, for white men and women separately, the total effect of amount of education on job satisfaction and the effect net of extrinsic rewards (money, prestige, authority, and autonomy). We reasoned that education which does not lead to extrinsic rewards would lead to dissatisfaction with work by producing unfulfilled expectations and aspirations, and thus we hypothesized that the estimated effect of education on job satisfaction net of extrinsic rewards would be negative. The hypothesis was not supported for women and was only weakly supported for men, and thus the findings of this study do not suggest that any increase in overeducated workers will have a major negative impact on job satisfaction., The indicated total effect of education is positive for both sexes but is considerably stronger for women than for men.

What hospital employees value most

Do employees want a high salary, job security, lots of leisure time, chances for pomotion, or satisfying tasks? A study in a 487-bed hospital of employee attitudes toward work revealed that what employees value most about their work depends, in large measure, on the kind of jobs they have.