A Stduy On Cultural Differences In Job Satisfaction Between The Employees Of State-Owned And Foreign-Invested Enterprises In Nanjing, China

Modern enterprises extend"interest-centered ness"to"employee-centered ness"encouragement mecha nism. With this tendency, job satisfaction, formally proposed byHoppock in his book"Job Satisfaction"in 1935, has become a"buzzword"in the scienceof ma nagement. It is believed that the state of employees'job satisfaction can affect theirattitudes towards job as well as their performa nces. Therefore, studies of job satisfactioncan provide an important basis for resources departments to make decisions and are helpfulto perfect enterprises'ma nagement.Since the concept was proposed, there have been ma ny studies on its definitions,theoretica l foundations, approaches to enhancing the level of job satisfaction and so forth.In China, up until now, there have been ma ny studies on the job satisfaction of employeesin state-owned and foreign-invested enterprises, as well as joint ventures separately.However, studies on employees'job satisfaction from a cross-cultural perspective havebeen rarely spotted. This research focuses on the investigation of the cultural differences injob satisfaction between employees in the state-owned and foreign-invested enterprises inthe city of Nanjing, China, from cross-cultural perspective .Both quantitative (Questionnaire) and qualitative (Interview) approaches have beenemployed in this study that classified employees into two groups, that is, employees fromstate-owned enterprises in Group 1 and those from foreign-invested enterprises in Group 2.The results of the survey show that on the whole, employees from foreign-investedenterprises have higher degree of job satisfaction tha n employees from state-ownedenterprises. The author analyzes the reasons from the angle of cultural differences .