Analysis Of The Influencing Factors And Differences Of Employees’ Job Satisfaction

The development of the knowledge economy era has brought about changes in ideology,the relationship between employees and employers is becoming more and more equal,and employees ’ job satisfaction has been paid more and more attention.Good job satisfaction of employees can not only help employers to better retain talents,but also narrow the gap between different types of units and promote the sustainable development of the region.This paper uses a multivariate linear model to explore the job satisfaction of 7,781 employees employed in non-agricultural sectors,and constructs a full model of the factors influencing job satisfaction at both the individual factor level and the unit factor level,taking into account the 2018 China Family Panel Studies data and the results of semi-structured interviews with 15 respondents.In addition,this paper analyzes the differences in job satisfaction by age,gender and education level,taking into account the demographic characteristics of employees,in order to explore the group differences in job satisfaction of employees.At the same time,based on the background of China’s regional cooperative development,this paper focuses on the empirical analysis of the multidimensional regional differences in job satisfaction of employees in different regions and different units in different regions.Through the empirical study,this paper draws the following conclusions:（1）From the perspective of the full model,employees’ job satisfaction is at a medium level and is influenced by many factors.At the level of individual factors,age has a "U" shape on job satisfaction;men’s job satisfaction is generally lower than women’s;the increase of education level will lead to the decrease of job satisfaction;health status will have a significant positive impact on job satisfaction;the psychological perception of confidence in future work will promote the increase of job satisfaction.Higher selfrated social status also leads to higher job satisfaction.At the level of unit factors,income,cash benefits,in-kind benefits,promotion opportunities,and holding administrative positions will have a significant positive effect on job satisfaction;weekly working hours and commuting time will have a significant negative effect on job satisfaction;employees’ job satisfaction is higher in indoor working environment than in outdoor working environment.The five factors of household status,marital status,number of family members,whether or not to sign a labor contract,and whether or not to have social security do not have significant effects on job satisfaction.（2）From the perspective of group differences,there are significant differences in job satisfaction among employees by age group,gender,and education level.（3）From the perspective of regional differences,the differences of job satisfaction among regions are significant.Among them,job satisfaction in the eastern and western regions is significantly higher than that in the central region.（4）From the perspective of unit nature,the job satisfaction of enterprises and other types of units is significantly lower than that of institutions and agencies,and the job satisfaction of employees with different unit nature under different regions is different.Meanwhile,this paper also has new findings: indoor job satisfaction is significantly lower than outdoor in the eastern region;commuting time has a significant positive effect on job satisfaction in the authorities and institutions in the central region;job satisfaction of employees with in-kind benefits is lower than that of the group without in-kind benefits in the authorities and institutions in the western region.These findings still need a lot of data and research to support and justify in the future.Through the analysis of the factors influencing the job satisfaction of employees in China,this paper explores the characteristics of job satisfaction of employees in different groups,regions,and nature of units in China in the new era and provides directions for further research.Thus,it contributes to the implementation of the peopleoriented concept,improving the employment quality of employees,enhancing the sense of belonging of employees to employers,optimizing the allocation of human capital,promoting the coordinated development of regions,and promoting the prosperity and stability of society.