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。     

Students Who Like and Dislike School

The major goal of this study was to investigate relationships among levels of 341 secondary school students’ school satisfaction and various intrapersonal, interpersonal, and academic measures. The measures included the School subscale from the Multidimensional Students’ Life Satisfaction Scale (Huebner, 1994), Students’ Life Satisfaction Scale (Huebner, 1991), Children’s Hope Scale (Snyder et al. 1997), Behavioral Assessment System for Children (Reynolds & Kamphaus, 1992), self-perceived grade point average (GPA) and participation in extracurricular activities (SEAs). Students were placed into three groups based on their school satisfaction reports, including very low (lowest 20%), average (middle 30%), and very high (highest 20%) levels of school satisfaction. Students with very low school satisfaction differed from students with very high school satisfaction on all adjustment measures; students with very low school satisfaction also differed from students with average levels of school satisfaction on all measures, except the self-esteem measure. Relative to students reporting average levels of school satisfaction, students reporting very high satisfaction demonstrated significantly higher scores on measures of global life satisfaction, hope, internal locus of control, and GPA. Finally, only three students in the very high satisfaction group and nine students in the average satisfaction group reported clinical levels of psychological symptoms. In the very low satisfaction group, clinical levels of symptoms were reported by 30%, 22%, and 16% of the students on the Clinical Maladjustment, Personal Adjustment, and Emotional Symptoms Index, respectively. Implications for future research and educational practices are discussed.     

Kinship Foster Care from the Perspective of Quality of Life: Research on the Satisfaction of the Stakeholders

A quality of life studies perspective has guided the design and implementation of research on kinship care as a placement resource within the child protection system in Catalonia (Spain). This research was carried out gathering the points of view of the three main stakeholders: kinship caregivers, children who are placed in extended family and practitioners of the EAIAs (Childhood and Adolescence Interdisciplinary Care Teams). Satisfaction involved in kinship care has been explored. In this article the main stakeholders’ satisfaction with kinship care is presented, and on the other hand, children’s satisfaction with life as a whole and with five specific domains in life is analysed: Education received from their caregiver, their school, their friends, their time enjoyment and their health. As expected, practitioners show the lowest evaluations with this kind of service. Surprisingly, evaluations by children referred to kinship care and to education received by caregivers are higher than those in the normative population aged 12–16 in relation to their own natural family. The findings show implications for practice and they imply challenges for quality-of-life research.     

亲密关系中的满意度与承诺研究综述

近些年,国外的心理学与社会学研究者对亲密关系中的满意度与承诺进行了大量的研究,并取得了一定的成果。本文重点介绍了关系中的满意度的影响因素,承诺的影响因素,满意度与承诺之间的关系,并提出未来的发展方向,旨在人们更为全面地了解其发展现状与前景。     

Spiritual Maturity and Social Support in a National Study of a Male Religious Order

This national study analyzed the relationship of spiritual maturity and valued relationships with social support and life satisfaction using a random sample of male religious from one Roman Catholic order (N = 251). Four measures were used: (a) NEO-Five Factor Inventory (NEO-FFI; Costa & McCrae, 1992), (b) Spiritual Maturity Index (SMI; Ellison, 1983), (c) Social Support Appraisals Scale (SS-A; Vaux, et al., 1986), and (d) Satisfaction With Life Scale (SWLS; Diener, Emmons, Larsen, & Griffin, 1985). Hierarchical regression results showed that Spiritual Maturity was a significant predictor of Perceived Social Support (F (1, 237) = 20.662, p ≤ .001) and Life Satisfaction (F(1, 237) = 13.205, p ≤ .001). The study also showed that valued relationships inside (versus outside) the order predicted Life Satisfaction (F(1, 236) = 4.722, p ≤ .05). These findings demonstrate the importance of spiritual development and peer relationships as a way of enhancing vocational stability and satisfaction in male religious.     

Physician job satisfaction across six major specialties

A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to job satisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important factors for their personal job satisfaction. Regression analyses were run to determine the role of each of the 18 critical factors in predicting job satisfaction. Dissimilar to the self-report, the five most significant predictors were sense of accomplishment, creativity, income satisfaction, security, and autonomy. Additional regression analyses were run using the 18 critical factors to predict job satisfaction across the six major medical specialties. Significant factors varied greatly depending on specialty area, suggesting that physician job satisfaction may be better understood in terms of specialty rather than as a whole.     

Affective States and Traits in the Workplace: Diary and Survey Data from Young Workers

This study investigated proposed paths of the affective events theory (AET; H. M. Weiss & R. Cropanzano, 1996), with part-time employees completing surveys at 2 points in time and completing an event-contingent diary over 2 weeks. In support of AET, negative affectivity (Time 1) related to negative emotional reactions at work. Negative emotional reactions were associated with intention to leave the job (Time 2). This relationship was especially strong for the sadness emotions (disappointed, depressed, unhappy). Positive affectivity (Time 1) directly related to job satisfaction (Time 2), but only weakly predicted positive emotional reactions at work (aggregated over 2 weeks). Qualitative data provided information about work affective events and affect-driven behaviors. Interpersonal mistreatment from customers were the most frequent cause of anger and resulted in faking expressions about 50% of the time. Recognition from supervisors for work performance was the main cause of pride.     

Flextime Commuters and Their Driver Stress, Feelings of Time Urgency, and Commute Satisfaction

The purpose of this study was to investigate the effect of a flextime-working environment on driver stress, feelings of time urgency, and commute satisfaction for commuters in a large-city environment. It was hypothesized that, regardless of gender, commuters with flextime would have less driver stress, fewer feelings of time urgency, and more commute satisfaction. The study was conducted using one hundred and twenty-five full-time employed commuters from Atlanta, Georgia, the city with the largest average commute distance in the world. Results showed that the commuters with flextime reported less driver stress and fewer feelings of time urgency than those without flextime. Significant differences were not found for commute satisfaction. Gender did not appear to be a significant factor in determining driver stress, time urgency, or commute satisfaction.     

Cross-Level Replication and Extension of Steel and Rentsch's (1995) Longitudinal Absence Findings

Absenteeism findings published by Steel and Rentsch (1995) were replicated and extended by correlating attitudinal, personal-demographic, and job stress variables with 34 months of work group absenteeism scores obtained on employees of a U.S. federal mint. Attitudinal and job stress results were consistent with previous findings, but results involving personal-demographic variables were not.     

Kansas婚姻满意感量表的北京和香港常模

本研究的目的是建立Kansas(香港-中文版)婚姻满意感量表的北京和香港常模。其意义在于不但提供这两大城市人群的婚姻满意感测量指标,而且为今后进一步研究中国大城市人群的婚姻质量提供依据。被试取自北京和香港的已婚男女,共1218人。本研究包括两个分研究,研究一(599名北京被试)和研究二(619名香港被试)。研究结果表明,Kansas婚姻满意感量表的信度指标非常满意(北京被试:Cronbachα=93,香港被试:Cronbachα=96),同时具有良好效度。北京被试的婚姻满意感常模分数为:1518,香港被试为:1613。