教师工作满意度的测量研究

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。     

初中教师工作满意度的调查研究

对天津市302名初中教师进行调查,以比较不同教师群体的工作满意度状况。结果发现,初中教师工作满意度在性别、年龄、任教年级和学校区域等方面存在显著差异;报酬、进修和工作压力等方面的满意度除人口学变量存在差异外,还在任教年级、学校类型和学校区域等方面存在显著差异。     

COMMUNICATION SATISFACTION,JOB SATISFACTION,AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

JOB SATISFACTION AS A COMPONENT OF HAPPINESS AMONG MALES AND FEMALES

Using a sample made up of four independently drawn U. S. national surveys, partial correlation was conducted separately by occupational categories for white male ( n = 1,161) and female ( n = 491) full-time employees to estimate the relationship between job satisfaction and global happiness when the effects of satisfaction experienced in seven other domains of life and age, education, income, and occupational prestige were removed. For most occupations and both sex groups few of the job satisfaction-global happiness partial correlations were significant, thus extending previous evidence that job satisfaction may not be uniquely important to the overall happiness of most employees.     

EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.     

SOME ASPECTS OF JOB SATISFACTION IN THE SOVIET UNION

Work satisfaction in the Soviet Union is examined by reviewing original research of several prominent Russian authors during the period 1959 to the present. This research is introduced by examining the translated works of a noted U.S. economist. Some limited comparisons are made to U.S. studies of similar phenomenon.     

FAMILY INFLUENCES ON THE JOB SATISFACTION OF EMPLOYED MOTHERS

The purpose of this study was to explore the relationship between job satisfaction and selected family variables that might constrain or enhance the job satisfaction of employed mothers. Results of stepwise regression indicate that four family variables were more useful in explaining variation in job satisfaction than six background variables that had been expected to influence job satisfaction. Results suggest that job satisfaction could be enhanced by increasing family support for women's employment.     

A LONGITUDINAL INVESTIGATION OF INTEREST CONGRUENCE AND GENDER CONCENTRATION AS PREDICTORS OF JOB SATISFACTION

Based on a rationale derived from discrepancy theories of job satisfaction, person-environment congruence was examined for its prediction of job satisfaction among college graduates over a 7-year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students'college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong-Campbell Interest Inventory) during their freshman orientation did not. A three-way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three-way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.     

EFFECTS OF COMMUNICATION ISOLATION ON JOB SATISFACTION OF BANK TELLERS: A RESEARCH NOTE

A multiple discriminant analysis was used to compare the job satisfaction of inside and outside bank tellers with respect to pay and promotion policies, supervision, nature of work, and co-workers. Significant differences between inside and outside tellers were found on these variables, with inside tellers expressing greater job satisfaction. It was concluded that isolation of employees from routine communication contacts with other personnel may be detrimental to employee morale.