中学组织气氛与教师工作满意度的相关分析

本研究在国内外相关研究的基础上,通过自编中学组织气氛量表调查分析中学组织气氛与其教师工作满意度的关系。结果表明学校组织气氛各因子与其教师工作满意度除人际关系因子外的各因子相关显著;回归分析进一步发现,学校组织气氛与教师工作满意度的工作性质、领导管理、薪水、进修晋升和物质条件等因子回归显著。     

Relationships Among Job Involvement,Job Satisfaction,and Organizational Commitment for Nurses

The relationships among a cluster of attitudes toward work and job were investigated using a sample of 171 nurses. The hypothesis was that involvement in work and job, commitment to the employing organization, and satisfaction with the job (overall, and with specific facets of the job) would be significantly correlated. The results showed that involvement was not related to overall satisfaction but only to two specific facets, satisfaction with work and promotion opportunities. In contrast, the degree of relationship between overall and various facets of satisfaction and commitment and between involvement and commitment was moderately high.     

The Effect of Organizational Climate on Job Satisfaction,Anxiety, and Propensity to Leave

This study examined the prediction of job-related attitudes from organizational climate dimensions. Ss were 111 supermarket department managers who returned an anonymous questionnaire which tapped perceptions of the organizational environment (i.e., climate) along 11 dimensions and also contained measures of job satisfaction, propensity to leave, and job-related anxiety. Each attitude variable was regressed on the 11 climate dimensions with use of stepwise multiple regression. The dimension of “Organizational clarity” emerged as the most significant predictor for each of the three outcome variables, a finding that is congruent with previous research in the area of role ambiguity. The dimension of “Performance-reward dependence” contributed significantly to the prediction of job satisfaction and propensity to leave, but not to the prediction of job-related anxiety. This is consistent with theories linking dissatisfaction and turnover with unsatisfactory reward systems.     

企业员工组织支持感与工作满意度、离职意向的关系研究

通过对611名企业员工的调查,探讨组织支持感与工作满意度、离职意向之间的关系。结果表明：组织支持感与工作满意度存在显著的正相关;组织支持感与换岗意向、换职意向存在显著的负相关．但仅对换职意向具有负向预测作用;工作满意度与换岗意向、换职意向存在显著的负相关,并对二者都具有负向预测作用。     

Job Stress and Organizational Learning Climate

Job stress may depend on the organizational learning climate, the organizational factors that affect learning how to cope with the rapid external and internal changes in working life. The relationship between individual job stress and the individual perception of learning climate was studied among 383 employees in the Norwegian Postal Service and in various community health care institutions. Mismatch between individual perceptions of learning climate and the averaged evaluation of learning climate in the rest of the working group, was found to be an important source of stress. Individuals who perceived the learning climate as good and who were working in a group that agreed with this position, had a low job-stress level. This may be ascribed to their feeling of control over the work situation and reduced demands due to the social support from the group, producing a low job stress level.     

工作绩效与工作满意度、组织承诺和目标定向的关系

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     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

高校教师组织承诺与工作绩效的关系研究

本文主要探讨高校教师组织承诺与工作绩效之间的关系,通过回归分析得出以下结论:(1)对人际促进而言,5个变量能联合预测工作绩效中人际促进的18%的变异量(R2=0.180).其中规范承诺的贡献率较大,机会承诺的贡献率最小.(2)对任务绩效而言,5个变量能联合预测工作绩效中任务绩效的16.7%的变异量(R2=0.167),其中,规范承诺的贡献率最大,其次为理想承诺.(3)对工作奉献而言,5个变量能联合预测工作绩效中工作奉献的17.2%的变异量(R2=0.172)其中,感情承诺的贡献率最大,其次分别为规范承诺、理想承诺.     

Job Satisfaction,Organizational Commitment,and Religious Commitment of Full-Time University Employees

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was also noted that workers holding doctoral degrees had higher levels of job satisfaction and religious commitment than individuals with a high school diploma only. It was evident that the longer employees stayed at this institution, the higher the levels of organizational commitment and extrinsic job satisfaction, and administrators and sector managers had higher levels of intrinsic job satisfaction and religious commitment than those in other occupational areas.     

College Students and Their Part-Time Jobs: Job Congruency,Satisfaction, and Quality

Randomly selected undergraduate students (1,438) at an urban west coast university were surveyed about their college employment experiences. Results indicate that students employed in part-time jobs congruent with their career interests were more likely to be satisfied with their jobs. Implications for practice and research are discussed.     

Organizational Citizenship Behavior in Sport: Relationships with Leadership,Team Cohesion,and Athlete Satisfaction

The purpose of this study was to introduce the construct of organizational citizenship behavior (OCB; Organ, 1988 Organ, D. W. 1988. Organizational citizenship behavior: The good soldier syndrome, Lexington, MA: Lexington Books. [Crossref] , [Google Scholar]) into the sport psychology literature and examine its utility in sport. Based upon OCB research in the organizational literature, the Multidimensional Model of Leadership (MML; Chelladurai, 1978 Chelladurai, P. 1978. “A contingency model of leadership in athletics”. In Unpublished doctoral dissertation, Waterloo: University of Waterloo, Canada.  [Google Scholar]), the conceptual framework of team cohesion (CFC; Carron & Hausenblas, 1998 Carron, A. V. and Hausenblas, H. A. 1998. Group dynamics in sport, 2nd., Morgantown, WV: Fitness Information Technology.  [Google Scholar]), and a model of athlete satisfaction (MAS; Chelladurai & Riemer, 1997 Chellardurai, P. and Riemer, H. A. 1997. A classification of facets of athlete satisfaction. Journal of Sport Management, 11: 133–159.  [Google Scholar]) were selected as theoretically sound antecedents to be associated with OCB in sport. A total of 193 student-athletes from a large Division I university and a smaller Division III university representing a variety of sports participated in the study. Results of the study provide preliminary evidence for OCB as a unique and meaningful construct in sport and support many of the predictions hypothesized in the MML, CFC, and MAS. Results are discussed in the context of previous literature as well as theoretical, research, and practical implications.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

Character Strengths and Job Satisfaction: Differential Relationships Across Occupational Groups and Adulthood

Character strengths are a central construct within positive psychology, and their importance for the workplace was supported recently. Little is known, however, which strengths matter the most at the workplace. The aim of the present investigation was thus to assess the relationship between the level of the 24 character strengths with overall job satisfaction in a general working population (N = 12,499) as well as in eight occupational subgroups (nurses, physicians, supervisors, office workers, clinical psychologists, social workers/educators, economists, and secondary-school teachers) and in six age groups (from 18 to 61+ years) and to compare the overall level of character strengths across the eight occupational subgroups. Results showed that, similar to life satisfaction, zest, hope, curiosity, love, and gratitude, and emotional strengths in general, related most strongly to overall job satisfaction. However, the relationships of the strengths with job satisfaction differed depending on the facet of job satisfaction, the occupational subgroup, and the age group under study. Knowing which individual strengths as well as strengths factors are more important for specific working populations can help to develop and apply more effective strength-based interventions in the workplace, thus improving positive and reducing negative work-related outcomes.

     

Relationships between Facets of Job Satisfaction and Task and Contextual Performance

This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty‐four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity. Cette étude examine la relation entre la satisfaction au travail, la tâche et la performance en contexte. Plus spécifiquement, cette relation a étéévaluée en envisageant la relation au travail de façon globale ou selon différentes facettes. La satisfaction au travail a été mesurée auprès de 444 salariés d’une usine de fabrication, la tâche et la performance en contexte ont étéévaluées par leurs supérieurs. Les résultats indiquent que les relations entre la satisfaction au travail envisagée de façon globale, la tâche et la performance en contexte sont les mêmes. Cependant, quand on distingue les facettes de la satisfaction au travail, des relations différentes émergent. Il y a une relation plus importante entre la satisfaction envers la supervision et la performance en contexte qu’entre la satisfaction envers la supervision et la performance. En revanche, il y a une relation plus forte entre la satisfaction du travail et la performance qu’entre la satisfaction du travail et la performance en contexte. Les résultats indiquent l’importance de trouver des indicateurs et des critères qui rendent compte de ces spécificités.     

Job Perception–Job Satisfaction Relations: An Empirical Comparison of Three Competing Theories

Alternative conceptions of the relationship between job perceptions and job satisfaction were tested using survey responses from 450 engineers. One model, based on Job Characteristics Theory (JCT) (e.g., Hackman & Lawler, 1971), predicted that job perceptions lead to job satisfaction (JP → Sat). A second model, based on Social Information Processing (SIP) theory (e.g., Salancik & Pfeffer, 1978) and Zajonc′s (1980) theory, predicted that job satisfaction leads to job perceptions (Sat → JP). A third model, which specified a reciprocal relationship between perceptions and satisfaction (JP ↔ Sat), was developed based on James′ theory (e.g., James, Hater, Gent, & Bruni, 1978). Supervisors′ ratings of departmental characteristics were used as contextual variables along with individual difference measures as antecedents of job perceptions and job satisfaction. Model contrasts performed using LISREL VII yielded clear support for the reciprocal model based on James′ theory, in contrast to the unidirectional models based on JCT and on SIP and Zajonc′s theory. The magnitudes of the two reciprocal paths linking job perceptions and job satisfaction did not differ significantly. Directions for future research and application were offered.     

General Factors of Affective Temperament and Their Relation to Job Satisfaction over Time

This study investigated the extent to which employee satisfaction is related to two broad emotional traits, Positive Affect (PA) and Negative Affect (NA). Eighty-two employees at Southern Methodist University completed trait NA and PA scales as part of their participation in a comprehensive health and fitness project. From 9 to 39 months later (mean interval = 27 months), subjects were retested on these temperament scales and also completed job change and satisfaction measures. Trait PA and NA were not only significantly correlated with several aspects of concurrent employee satisfaction, but also predicted some facets of job satisfaction that were assessed an average of over 2 years later. Finally, hierarchical multiple regression analyses indicated that emotional temperament, major job changes, and occupational quality variables each made independent contributions to the prediction of job satisfaction. These data, together with those from previous studies, demonstrate that job satisfaction can be usefully viewed in the context of the more general emotional lives of employees.     

Job Satisfaction Differences Between Military and Ex-Military Personnel: The Role of Demographic and Organizational Variables

This study examines differences in job satisfaction between military and ex-military personnel and examines the contribution of demographic, dispositional, and organizational variables to those differences. Analysis of data from 571 current New Zealand Army personnel and 171 ex-Army personnel found that Army personnel rated significantly lower than the latter on overall job satisfaction and on 7 of 15 job satisfaction facets. For both groups, high leader support, low job conflict and pressure, and high challenge, autonomy, and job importance were related to high levels of job satisfaction. For Army personnel, low levels of negative affect (a propensity to have a negative outlook on life in general), shorter tenure, and low centralization and formalization also contributed to higher levels of job satisfaction. For ex-Army personnel, income contributed to higher levels of job satisfaction. There were a number of significant differences, however, between Army and ex-Army groups on job satisfaction predictors. These results suggest that differences in job satisfaction between the two groups may be due to (a) different variables that contribute to job satisfaction for each group and (b) different demographic and organizational variables between the groups. Despite a number of limitations, the findings highlight potential future directions for the investigation of interventions in the work environment to provide enhanced psychological rewards for military personnel.     

Relationships of the Practice of Hijab,Workplace Discrimination,Social Class,Job Stress,and Job Satisfaction Among Muslim American Women

Religious discrimination in the workplace has received little attention in the research. The present study is an exploratory study that investigated the impact of workplace discrimination on a self‐selected sample of diverse Muslim women living across the United States (N = 129). The results of this study revealed that workplace discrimination, job stress, social class, and religiosity were related to lower levels of job satisfaction. Implications of the results are discussed in terms of clinical intervention strategies.