1、 1 外文翻译 原文 1 Comparing Public and Private Employees Job Satisfaction and Turnover This study compares the job satisfaction and turnover intentions of private and public sector employees in Taiwan. Questionnaires were used to collect data from employees of various private enterprises and public
2、 organizations. The results show that the job satisfaction and turnover intentions of public employees are different from those of private employees. First, public employees in Taiwan have lower extrinsic job satisfaction and lower turnover intentions compared to their counterparts in the private se
3、ctor. Second, the negative relationship between extrinsic job satisfaction and turnover intention is weaker in public than in private employees. To enhance employee motivation, public-sector managers in Taiwan should improve their employees extrinsic job satisfaction and help unsatisfied employees t
4、ransfer to jobs they find more satisfying, in addition, they may wish to examine if turnover rate at their organizations is too low to support healthy workforce mobility. The higher need for job security in public employees also hampers organizational performance through influencing the job sa
5、tisfaction-turnover relationship. In the literature, job satisfaction is found to be negatively associated with turnover intention. When employees are dissatisfied, they think more of quitting their jobs. For public employees, dissatisfaction may stimulate less of an intention to quit because of the
6、ir greater need for security. If those who are dissatisfied continue to stay on in their jobs, their low work motivation will decrease the overall performance of the organization. In Taiwan, there may be many public employees dissatisfied with their jobs who continue to stay, and hence decreas
7、e the productivity of their organizations. There have been no empirical studies conducted to compare the differences in the strength of the job satisfaction turnover intention relationship between the public and the private sectors. The third purpose of this study is to examine these differenc
8、es in Taiwan. Studies comparing the job satisfaction of public versus private employees have resulted in mixed outcomes. Many studies have found that public employees are less satisfied with their jobs than private employees. On the other hand, some studies have discovered that public employees are
9、more satisfied than private employees with certain aspects of their jobs. Yet other studies have resuited in a no difference finding between the job satisfaction of public employees and private employees. For example, Schneider and Vaught found that although public sector managers in Missouri showed
10、 a lower level of satisfaction with regard to their pay, their overall job satisfaction and intrinsic satisfaction were equal to those of private sector managers. Cho and Lee, found that government managers and private bank managers in Korea were equally satisfied with their jobs. 2 Exis
11、ting research has failed to clearly show whether the job satisfaction of public employees is lower than, equal to, or higher than that of private employees. It is likely that the intrinsic versus the extrinsic aspects of job satisfaction cause the inconsistency in findings. Schneider and Vaught argu
12、ed that the in transit and extrinsic aspects of jobs moderate the sector-job satisfaction relationship. Public employees are more satisfied with intrinsic aspects of their jobs, but less satisfied with the extrinsic aspects than are private employees. Posner and Schmidt' found that public admini
13、strators experience more satisfaction than private corporate administrators from the intrinsic aspects of their jobs task variety, challenge, and worthwhile accomplishment. Employment in the public sector offers opportunities for serving the public, a significant intrinsic satisfaction that is not a
14、vailable in the private sector. In their empirical study Rainey and Bozeman concluded that public employees were less satisfied with the extrinsic facets of their jobs because of restrictions imposed on their job autonomy and promotional opportunities by bureaucratic rules. In addition, public-secto
15、r employees are often rewarded less abundantly than private sector employees are. Lower rewards could result in lower extrinsic satisfaction of public employees. Taking the moderating effect of the intrinsic and extrinsic aspects of job satisfaction into consideration, we propose that: Hypothe
16、sis 1: Public employees have a higher level of intrinsic job satisfaction than private employees. Hypothesis 2: Public employees have a lower level of extrinsic job satisfaction than private employees. Although Baldwin found that the need for security had no negative effect on the work motivation of
17、 public employees, he did not fully explore the implications of a greater need for security on the work behavior of public employees. A greater need for security could lead to a lower turnover rate in the public sector. According to Shore and Tetrick, an employee seeking long-term employment i
18、s more likely to form a relational contract with his or her employer.The relational contract stabilizes the employment relationship and results in lower turnover intentions among public employees. In addition. Hammer and Tasself noted that public employees stronger need for security often reflects a
19、 higher level of risk aversion. This can make them more reluctant to meet the uncertainty involved in changing jobs, and they will be less likely to leave their jobs than private employees. In line with the need for security argument, we propose that: Hypothesis 3: Public employees have a lowe
20、r level of turnover intention than private employees. Empirical evidence has shown that when an employee's job satisfaction decreases,his or her turnover intention increases. However, because of their stronger attachment to their jobs and their aversion for the risk involved in changing jobs, on
21、e may suspect that even at low levels of job satisfaction, public employees will continue to stay on in their jobs because of their stronger need for job security. This suggests that the negative relationship between job satisfaction and turnover intention is weaker in the public sector than in the
22、private sector. Based on the above argument, we propose that.: Hypothesis 4: The negative relationship between intrinsic job satisfaction and turnover intention is weaker in public than in private employees. 3 Hypothesis 5: The negative relationship between extrinsic job satisfaction and turnover intention is weaker in public than in private employees. Author: Yau-De Wang， Chyan Yang， Kuei-Ying Wang Nationality: taiwan Originate from: Public Personnel Management
