共查询到20条相似文献,搜索用时 15 毫秒
1.
Jennifer Sharma Janet McKelvey Ron Hardy Michael H. Epstein Richard G. Lomax Paula Jo Hruby 《Journal of child and family studies》1997,6(2):209-219
Large urban areas present many challenges to those children and adults who reside in those settings. The social service workers in urban areas have clients with complex, multiple needs. Reliable and consistent workers are essential to successfully working with these families. In the current study, the job satisfaction of 29 social service workers in an urban child welfare agency was assessed using the Job Satisfaction Scale (JSS). The JSS measures satisfaction in 7 areas of one's job (i.e., work, supervision, coworkers, pay and promotion, work environment, training, and position). Data indicated that the staff were relatively satisfied, that satisfaction did not vary by staff position (family worker vs. social worker/supervisor), and that neither demographic factors nor prior experiences were predictors of job satisfaction. Implications for agency management and the provision of social services to urban families are discussed. 相似文献
2.
3.
4.
Anne H. Hagstrom Peter M. Gutierrez 《Journal of psychopathology and behavioral assessment》1998,20(2):173-186
This paper reports an examination of the factor structure of Orbach's Multi-Attitude Suicide Tendency Scale (MAST) utilizing confirmatory factor analytic techniques. Participants were 215 undergraduate students ranging in age from 18 to 20 who completed the MAST, the Reynolds Adolescent Depression Scale, the Suicide Ideation Questionnaire, and a self-harmful behavior scale. Support was found for the original factor structure, reliability, and validity of the MAST. A correlated model fit the data significantly better than an uncorrelated model. The results of this study indicate that the MAST is a valid and reliable measure appropriate for use with college-aged individuals for research purposes. Because the correlated model fit the data better than the uncorrelated, we suggest that future studies should attempt to replicate this finding, which would lead to a reexamination of the theory which underlies the MAST. 相似文献
5.
Thomas Cornelißen 《Journal of Happiness Studies》2009,10(3):367-384
Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition. 相似文献
6.
7.
8.
采用高校教师工作特征问卷、人格特质问卷、工作满意度问卷对400名高校教师进行调查。结果发现:(1)高校教师工作特征与工作满意度存在显著的正相关,工作特征中的多样性与工作本身、人际关系达到中度相关;工作特征中的完整性与工作满意度、重要性与工作满意度的五个维度均达到中度相关;工作特征中的自主性与薪酬待遇、进修提升、人际关系呈中度相关;工作特征中的反馈性与工作本身、薪酬待遇、进修提升、人际关系呈中度相关。(2)高校教师人格特质与工作满意度存在显著的正相关,人格特质中的外向性维度与进修提升呈中度相关;与领导管理呈 相似文献
9.
10.
11.
Hui-Hsien Hsieh 《The Journal of psychology》2017,151(3):282-298
This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed. 相似文献
12.
《学习适应量表》的验证性因素分析 总被引:19,自引:0,他引:19
在北京多所学校对425名学生进行了《学习适应量表》的测量,验证性因素分析结果表明,总量表和各个分量表的模型拟合都未违反基本适令标准,总量表的整体模型拟合性良好,内在结构适合性也比较好。学习方法、学习习惯、学习态度、学习环境和身心适应五个分量表的整体模型拟合性较好,但内在结构不佳。 相似文献
13.
测量不变性在自我报告问卷或量表的心理测量应用中非常重要,是跨组比较的前提条件。测量不变性检验模型包括无任何约束的分组验证性因素分析(Mgroup)、形态的不变性(M1)、负荷的不变性(M2)、截距的不变性(M3)、严格不变性(M4)、因子方差-协方差的不变性(M5)以及潜均值的不变性(M6)。以生活满意度量表(SWLS)为例,针对1343名大学生(年龄17-25岁,20.01±1.53),进行有急事需要处理(否vs.是),答题时感受(积极情绪vs.消极情绪),噪音水平(无噪音vs.有噪音),答题用时(长vs.短),性别(男vs.女),户口(非农业户口vs.农业户口)等不同组别的生活满意度量表(SWLS)完全因素不变性检验。结果表明:(1)是否有急事需要处理的不变性成立(Δχ2=0.49~10.59,p>0.05);(2)答题时感受不变性部分成立,M5、M6模型不变性不成立(Δχ2(1=3.96、20.89,p<0.05);(3)噪音水平不变性部分成立,M3与M4模型不变性检验不成立(Δχ2(4)=14.75,Δχ2(5)=23.91,p<0.05);(4)答题用时不变性不成立(Δχ2=11.01~41.95,均p<0.05);(5)性别的不变性部分成立,M4模型不变性检验不成立(Δχ2(5)=64.40,p<0.05);(6)户口的不变性部分成立,M6模型不变性检验不成立(Δχ2(1)=11.49,p<0.05)。 相似文献
14.
为了解银川市基层医疗卫生机构全科医生工作满意度情况, 并分析其影响因素,针对全科医生工作满意度水平提高提供合理化建议。选取银川市88家基层卫生机构的全科医生进行问卷调查,并利用卡方检验和Logistic多元回归法分析全科医生工作满意度的影响因素。结果显示,银川全科医生对工作的总满意度为69.0%。而影响银川全科医生工作满意度的主要因素包括同事关系、居委会支持、福利待遇、离开意愿和工作能力提高等因素。因此政府应根据上述分析结果提供相应政策调整。
相似文献15.
工作绩效与工作满意度、组织承诺和目标定向的关系 总被引:7,自引:0,他引:7
在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示:工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议 相似文献
16.
17.
18.
Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice. 相似文献
19.
Forty-three women who had worked outside of the home prior to becoming pregnant and had returned to the same place of employment after the birth of their children participated in the study. To do so, they responded to a two-part questionnaire asking about their work lives (e.g., level of job satisfaction before, during, and after their pregnancies) and demographic characteristics (e.g., occupation). The results indicated that their job satisfaction was significantly greater before their pregnancies than either during or after their pregnancies. Job satisfaction during pregnancy had a significant, positive correlation with satisfaction with organizational maternity leave policies. Perceived reactions from women's coworkers and supervisors were also examined. Implications for these findings for organizations are discussed. Limitations of the study, and how they might be rectified in future research, are also addressed. 相似文献
20.
Adam C. Jones Rebecca Lucero Jones Neli Morris 《The American journal of family therapy》2013,41(5):505-524
AbstractThe study presents the development and validation of a new Couples Communication Satisfaction Scale (CCSS). The CCSS observes each partner’s level of satisfaction with various aspects of their communication. An exploratory factor analysis revealed five factors that addressed their own communication presence, own emotional experience, their partner’s responsiveness, their partner’s contribution, and communication characteristics. A confirmatory factor analysis was also conducted to validate the five-factor structure. Findings revealed high levels of reliability in the sample and across genders. Measuring couple communication satisfaction may be helpful in providing a more complete picture of couple communication processes. 相似文献