What are these six items? How are these six items different among people in different countries?
Work gives satisfaction to different people in a special manner. The MOW research team came up with six items regarding how different people obtain job satisfaction in dissimilar ways. The items are work centrality, societal norms regarding the job, work-valued outcomes, occupation role identification job, and career satisfaction.
Work Centrality: According to MOW team these item explains the extent that work is important to human beings. The argument that work plays a critical role in individuals’ life has been supported practically in most industrialized countries like Japan, Britain has the lowest rank. Individuals with high work centrality seem to be more committed to their organizations and obtain satisfaction from their jobs (Kuchinke et al., 2009).
Societal norms regarding work – Entitlement norm refers to the representation of the basic rights of people and work-related duties of society and business to all persons. It’s the entitlement of every person in society to be employed. In contrast, the obligation norm represents duties individuals are entitled to their organizations and society. Here, every person is required to add to society by work. In Arab nations, everyone is entitled to work (Kuchuke et al., 2009).
Work Role Identification: This applies mostly in North America and Arab countries where individuals are highly respected by their position or rank. Job satisfaction: This item states that people mainly work for and are motivated by the outcome they obtain from their occupation. This item relates similarly to all nations.
Career satisfaction: This is related to the marketability, promotions, and salary level. This item also relates similarly to all countries. Valued Work Outcomes: Individuals derive job satisfaction from results they get after working. This is more observed in Russian and USSR countries (Phatak et al., 2005).
Kuchinke, K. P., Ardichvili, A., Borchert, M., & Rozanski, A. (2009). The meaning of working among professional employees in Germany, Poland, and Russia. Journal of European Industrial Training, 33(2), 104-124. Retrieved from http://www.ufhrd.co.uk/wordpress/wp-content/uploads/2008/06/kuch-139-fp.pdf
Phatak, A. V., Bhagat, R. S., & Kashlak, R. J. (2005). International management. McGraw-Hill/Irwin. Retrieved from https://www.google.com/search?q=Phatak%2C+A.+V.%2C+Bhagat%2C+R.+S.%2C+%26+Kashlak%2C+R.+J.+%282005%29.+International+management.+McGraw-Hill%2FIrwin.&ie=utf-8&oe=utf-8&aq=t&rls=org.mozilla:en-US:official&client=firefox-a&channel=fflb