Purpose

The purpose of this study is to examine various configurations leading to job satisfaction (JS) in Mongolian private companies through five typical factors: perceived mission statement quality (MSQ), romanticism management philosophy (RMP), psychological ethical climate (PEC), ethical ambiguity (EA), and emotional competence (EC).

Method

This study conducts a fuzzy set qualitative comparative analysis (fsQCA) with 202 private sector employees in Mongolia. The current study comes up with three propositions, and the research procedure is divided into two stages. This new approach produces configurations sufficiently, leading to outcomes, equifinality, and conjunction.

Findings

This study explores six pathways leading to employee satisfaction. Each pathway consists of the combination of perceived mission statement quality, romanticism management philosophy, psychological ethical climate, low tendency of ethical ambiguity, and managers’ emotional competence. Among those, managers’ emotional competence is a core condition for high job satisfaction.

Implications

Our findings suggest that to satisfy employees, managers’ emotional competence plays a vital role in building sufficient conditions that lead to the desired outcomes. Thus, professional development and training are required to maintain and improve managers’ competence.

Originality/value

This study introduces a fresh theoretical perspective for understanding cause-effect relationships between critical conditions and job satisfaction.

中文翻译：

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采用配置法分析蒙古人的工作满意度

目的

本研究的目的是通过五个典型因素来研究导致蒙古私营公司工作满意度（JS）的各种配置：感知使命陈述质量（MSQ）、浪漫主义管理哲学（RMP）、心理伦理氛围（PEC）、伦理歧义。 (EA) 和情绪能力 (EC)。

方法

本研究对蒙古的 202 名私营部门员工进行了模糊集定性比较分析 (fsQCA)。目前的研究提出了三个命题，研究过程分为两个阶段。这种新方法充分产生配置，导致结果、等价性和联合。

发现

本研究探讨了导致员工满意度的六种途径。每个路径由感知的使命陈述质量、浪漫主义管理哲学、心理伦理氛围、低伦理歧义倾向和管理者的情感能力的组合组成。其中，管理者的情绪能力是高工作满意度的核心条件。

影响

我们的研究结果表明，为了让员工满意，管理者的情绪能力在建立导致预期结果的充分条件方面起着至关重要的作用。因此，需要专业发展和培训来保持和提高管理人员的能力。

原创性/价值

本研究为理解临界条件与工作满意度之间的因果关系引入了新的理论视角。