A Path Analytic Model of Human Capital and Organizational Job Characteristics on Female Job Satisfaction
将人力资本理论与组织工作特征结合，分析教育、婚姻状况等变量如何通过薪酬、同事关系等七个特征影响女性员工的工作满意度，发现人力资本理论能有效解释女性工作满意度。
This study attempts to integrate human capital theory (predominantly an economic theory) with the traditional organizational job characteristics found in the behavioral job satisfaction literature. Four human capital variables-formal education, marital status, length of service, and alternative job information-are posited to have direct influence on seven organizational job characteristics-pay, co-worker integration, promo-tional opportunities, job communications, equitable treatment, routiniza-tion, and centralization. These seven variables are then posited to have direct influences on job satisfaction. Human capital theory is found to be a powerful addition to the understanding of job satisfaction among female employees. The multiple relationships posited between human capital resources and job characteristics are quite evident in the path analytic test of the model. Furthermore, increased co-worker integration and reduced routinization were found to directly increase job satisfaction. Implications for changing certain organizational processes, structures, policies, and programs are discussed.