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Work Satisfaction of Chinese Employees: A Social Exchange and Gender-Based View

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Abstract

This study examines how perceptions of the work context affect the job and career satisfaction of Chinese employees. Perceived organizational support (POS), procedural justice, and gender bias against women are considered as antecedents. Gender is expected to moderate the relationships between these antecedents and the outcome variables. The results of hierarchical regression analysis on data from 591 Chinese employees indicated that POS and procedural justice are positively related to employees’ job and career satisfaction. Additionally, gender acts as a moderator in the relationship between POS and job satisfaction, and between gender bias against women and career satisfaction.

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Notes

  1. As noted by an anonymous reviewer, 2008 is a critical year as it is the year in which the global financial crisis started. Although the impact of the crisis was not felt until 2009 in China, we acknowledge that some effects of the crisis may have influenced the Chinese context in 2008 as well.

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Acknowledgments

This work was supported by a grant from the National Science Foundation of China (Project number: 71121001).

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Authors and Affiliations

  1. Department of Management, The Chinese University of Hong Kong, Room 826, Cheng Yu Tung Building, Chak Cheung Street, NT, Hong Kong, China

    Hang Yue Ngo

  2. School of Economics and Management, Tsinghua University, Beijing, China

    Sharon Foley

  3. Department of Management, The Chinese University of Hong Kong, Hong Kong, China

    Ming Shuang Ji

  4. Faculty of Business Administration, University of Macau, Macau, China

    Raymond Loi

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  1. Hang Yue Ngo
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  2. Sharon Foley
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  3. Ming Shuang Ji
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  4. Raymond Loi
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Correspondence to Hang Yue Ngo.

Appendix

Appendix

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Table 5 Items of measures and the item loadings of exploratory factor analysis
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Ngo, H.Y., Foley, S., Ji, M.S. et al. Work Satisfaction of Chinese Employees: A Social Exchange and Gender-Based View. Soc Indic Res 116, 457–473 (2014). https://doi.org/10.1007/s11205-013-0290-2

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