Despite a pervasive workforce shortage, existing research has provided limited guidance about job satisfaction and commitment of the supply chain workforce. Moreover, few studies explore the effects of workforce level on such satisfaction and commitment. The paper aims to discuss this issue.
To address this gap, the authors apply person-organization fit theory to study the critical work value drivers of supply chain job satisfaction and industry commitment across workforce levels through structural modeling of practitioner survey data.
Job satisfaction and industry commitment are impacted differently across workforce levels, particularly for executives, suggesting the potential for conflicts in the workplace and that a “one size fits all” approach for recruitment and retention will be ineffective.
The results reveal how proactive organizations can not only hire and retain the best people but also help employees at different workforce levels understand one another’s motivations, empowering these organizations to become employers of choice.
This study is among the first empirical papers to directly address the labor shortage in supply chain. It also strikes new ground by assessing differences in work values across workforce levels.
