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FACTOR ANALYSIS OF A MASLOW-TYPE NEED SATISFACTION QUESTIONNAIRE 总被引:1,自引:0,他引:1
ROY PAYNE 《Personnel Psychology》1970,23(2):251-268
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教师工作满意度的测量研究 总被引:99,自引:1,他引:99
本研究运用一个"教师工作满意度量表",对北京、天津、大连及青岛等四省市的204名小学教师进行了测量,结果表明:(1)教师们在工作性质、职业投入感及人际关系这些内在因素上的满意度较高,而在薪水、领导管理、进修提升及物理条件这些外在因素上的满意度较低;(2)女教师的工作满意水平显著高于男教师;(3)从事"教师"这一职业的动机对教师的工作满意度有显著的影响。 相似文献
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AHMED A. ABDEL-HALIM 《Personnel Psychology》1980,33(2):335-347
This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non-supervisory employees in a large retail-drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed. 相似文献
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《Multivariate behavioral research》2013,48(3):329-361
While the AI contains 13 common factors and the CCI contains 11 common factors, these factors together span only 22 dimensions. The lost dimensions may be associated with simple combinations of certain AI factors, and apparently result from differential tendencies of certain personalities to choose different colleges. One dimension of choice lies in the realm of academic interests and another in the realm of social relationships. In contrast with one another, the CCI is primarily a measure of college environment independent of the personality of the respondent, while the AI is primarily a measure of the individual reporting about himself. 相似文献
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OCCUPATIONAL PRESTIGE AS A FACTOR IN THE NET RELATIONSHIP BETWEEN OCCUPATION AND JOB SATISFACTION 总被引:1,自引:0,他引:1
CHARLES N. WEAVER 《Personnel Psychology》1977,30(4):607-612
In contrast to earlier evidence that the relationship between level of occupation and job satisfaction is positive and monotonic, analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables. Removal of occupational prestige modifies the occupation-job satisfaction relationship in a manner which suggests that job satisfaction may arise more from ascribed prestige than from such job characteristics as work autonomy, authority, and income. 相似文献
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ROGENE A. BUCHHOLZ 《Personnel Psychology》1977,30(4):567-587
Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision-making. The latter is rejected very strongly by all the managers surveyed. 相似文献
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A random sample of 70 training program graduates from the Georgia Rehabilitation Center was used in the present study. Three placement criteria were as follows: 1) salary; 2) number of weeks between graduation and employment; and 3) number of contacts by a field rehabilitation counselor between graduation and closure. Data were collected on 55 test and rating variables during the students' evaluation and training periods, and intercorrelations were examined to determine significant relationships between these variables and the selected criteria. The results were discussed in terms of program implications. 相似文献