两种取向的工作满意度模型构建及实证研究

工作满意度一般被作为衡量员工工作中的幸福感的指标。幸福感的研究存在两种基本取向：享乐取向和完善取向。为验证两种取向的工作满意度结构，对485名MBA学生和864名企业员工进行了调查，探索性因素分析和进一步二阶探索性因素分析表明，工作满意度量表包含8个因素，这8个因素归于两个维度：享乐取向的满意度（包括享乐的工作结果、享乐的工作本身、享乐的人际关系、享乐的组织氛围）和完善取向的满意度（包括完善的工作结果、完善的工作本身、完善的人际关系、完善的组织氛围）。验证性因素分析支持两种取向工作满意度的结构模型。

Bi-approached Job Satisfaction Modeling:An Empirical Study

Job satisfaction refers to the pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences. In the past studies, job satisfaction has usually been used to reflect the degree of employees’ well-being at work. There are two basic approaches to well-being, namely, hedonic and eudaimonic approaches, with the former focusing on the outcome of happiness and the latter on outcomes as the process of self-realization itself (i.e. the realization of valued human potentials). Despite a long-term debate over the two approaches, researchers have proved that happiness and meaning of life are two factors of well-being. These results show that hedonic and eudaimonic approaches are two factors of subjective well-being. Although employees’ well-being at work has traditionally been operationalized with measures of job satisfaction, previous studies of job satisfaction usually did not make them distinguishing. Some suggested that it is the tendency to regard job satisfaction as the happiness degree at work that accounts for its low correlation to job performance, because a high degree of happiness at work doesn’t necessarily lead to effective work. In this study, we hypothesize that job satisfaction should be distinguished as hedonic job satisfaction or eudaimonic job satisfaction. To test this hypothesis, a series of poly-element researching methods and statistical techniques including interviews, questionnaire investigation, factor analysis and structural equation models were employed in the study. 485 MBA students and 864 employees were investigated. Exploratory factor analysis (EFA) and second order factor analysis were done, and the results showed that there was an eight-factor structure, which attributed to two major dimensions: hedonic job satisfaction (including hedonic job result, hedonic job itself, hedonic relationships, and hedonic organizational climate) and eudaimonic job satisfaction (including eudaimonic job satisfaction, eudaimonic job result, eudaimonic job itself, eudaimonic relationships, and eudaimonic organizational climate). Confirmatory factor analysis (CFA) sustained the factor structure and indicated a satisfactory fitness. The results suggest that the bi-approach job satisfaction inventory is a reliable and valid measure.