Workers in less-secure jobs are often paid less than identical-looking workers in more secure jobs. We show that this lack of compensating di erentials for unemployment risk can arise in equilibrium when all workers are identical and rms di er only in job security (i.e. the probability that the worker is not sent into unemployment). In a setting where workers search for new positions both on an...

the purpose of this research study is to check the overall job satisfaction associate with demographic factors: gender, age, ethnicity, civil status, experience, educational qualification, bank types and distance to working place in ampara region, sri lanka government and private bank employees. overall job satisfaction can be measured through the ability utilization, motivation, social status,...

OBJECTIVE Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees' development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout am...

Workers in less-secure jobs are often paid less than identical-looking workers in more secure jobs. We show that this lack of compensating differentials for unemployment risk can arise in equilibrium when all workers are identical and firms differ only in job security (i.e. the probability that the worker is not sent into unemployment). In a setting where workers search for new positions both o...