Job Satisfaction and Contingent Employment

This paper analyses job satisfaction as an aggregate of satisfaction with several job aspects, with special focus on the influence of contingent-employment contracts. Fixed-effect analysis is applied on a longitudinal sample of Dutch employees in four work arrangements: regular, fixed-term, on-call and temporary agency work. Our results indicate that temporary agency work is the only contingent employment relation that is on average associated with lower job satisfaction compared to regular workers. Decomposition of this gap indicates that the major part is due to the low satisfaction experienced by agency workers regarding the content of their jobs. A lack of job security is also responsible for part of the gap. For fixed-term and on-call workers the negative satisfaction effect originating from the lack of job security and lower wages is compensated by other job aspects and a variant relationship between total job satisfaction and its components. However, male and high educated on-call workers do experience lower job satisfaction.     

工作满意度在新生代工作价值观与离职倾向间的中介效应研究

本文以90后员工为研究对象,基于自我验证理论,探讨了新生代工作价值观、工作满意度与离职倾向之间的关系,并检验了工作满意度的中介作用。采用问卷调查,对312份样本进行数据分析,实证结果表明:功利导向的新生代工作价值观对离职倾向有正向影响,而内在偏好、人际和谐、创新导向、长期发展的新生代工作价值观对离职倾向有负向影响;工作满意度在新生代工作价值观各维度与离职倾向之间起部分中介作用。     

工作满意度的构成因素及测量方法

从上世纪起人们对工作满意度进行了大量的研究,对工作满意度构成因素的划分有利于组织诊断问题、改进工作.工作满意度的构成因素是影响因素的子集.工作满意度影响因素可分为组织可控因素和不可控因素,工作满意度的构成因素可定义为:组织能通过自己内部调整来影响员工工作满意度的工作满意度影响因素.工作满意度的测量方法有单一整体评估法和工作要素总和评分法.维度设置、维度权数以及部分之和等于整体的假设使工作要素总和评分法产生误差,减少其误差要从这三方面入手.     

工作投入、工作卷入与工作嵌入的研究综述

员工作为企业最大利润的创造者,其工作状态直接影响着企业的发展。工作投入、工作卷入和工作嵌入作为反映员工工作状态重要表现的概念,已经进入了组织行为学的研究视野。大量研究集中在对三者概念、内容和效果的探讨,但还没有对三者区别和联系的专门研究。文章在对工作投入、工作卷入和工作嵌入的概念、内容和效果进行综述的基础上,对现阶段区别和联系的研究进行总结,并指出未来研究的开拓方向。     

职业成长与工作满意度：研究述评与展望

工作满意度因其蕴含的福利意义以及能够反映从业人员的主观工作态度而受到学术研究和政策制定者的广泛关注.系统梳理了有关工作满意度研究的概念内涵及测度方法演进,并在此基础上根据中国劳动市场特征,有针对性地从职业成长角度,特别是从职业成长所包含的收入报酬、职位晋升、职业能力发展与职业目标进展4个方面重点归纳并评述职业成长影响工作满意度的理论研究进展、机制作用路径与主要实证结果.总结了现有研究的不足及针对中国研究可拓展的方向.     

Sex,Race, and Job Satisfaction Among Highly Educated Workers

There has been a considerable amount of work focusing on job satisfaction and sex, generally finding that women are more satisfied than men despite having objectively worse job conditions. But there is little evidence on whether job satisfaction differs by race or ethnicity. We use data from the 2010 National Survey of College Graduates to examine the relation between job satisfaction and race and ethnicity among Asian, black, Hispanic/Latino, and white workers. Overall job satisfaction does not differ by sex among college graduates. Relative to white workers of the same sex, Asian and black workers are far less satisfied. The lower satisfaction of Asian and black workers relative to white workers is not explained by immigrant status, job match, or other individual or job characteristics.     

工作特征、员工满意度与劳动争议处理行为

基于广州市15家民营企业372位员工的调查数据,本文对工作特征、员工满意度与劳动争议处理行为之间的关系进行了实证分析。结果表明,工资收入越高,每天工作时间越少,员工满意度越高;职位等级和工龄与员工满意度不存在显著关系。员工满意度对劳动争议处理中的建议行为有正向影响,对消极行为和对抗行为有负向影响;单个的工作特征因素对员工的劳动争议处理行为没有直接的决定作用。可见,员工满意度作为个体对所在企业的综合情感体现,能在日常职业情境与突发劳动争议之间架起一座联系的桥梁。     

工作激励潜能、工作满意及组织承诺的关系研究

有效的工作设计,使工作富有挑战性和重要性,能使员工对所从事的工作感到满意,进而对组织产生正面的情感性反应,而乐于为组织贡献其心力.本研究运用问卷调查的方法,用spssl5.0软件对数据进行相关分析、方差分析和回归分析,提出并验证了假设.结果发现,激励潜能分数(MPS)与工作满意及组织承诺呈现显著的正相关,且工作特征会透过工作满意的中介效果,间接影响组织承诺.希望借助探讨工作特性、工作满意与组织承诺之间的相关性,给企业工作设计以相关参考与建议.     

群众满意是检验工作的标准

把群众事办好，让群众好办事。 初秋的丰部群山苍翠，漫山透绿。年初以来，丰都广大干部按照中央、市委和县委关于第二批党的群众路线教育实践活动的统一部署和习近平总书记“三严三实”要求，围绕“为民、务实、清廉”主题，聚焦“四风”，实施“六大专项行动”，开展“十二个突出问题专项整治”，推行“五大民生事项督办工程”，活动推进有力有效，真正收到干部受教授、问题得到解决、基础更夯实、作风大改善、形象再提升、人民更满意的效果。     

中国劳动者工作满意度与工作性质正规与否的关系研究

文章基于2010年中国家庭动态跟踪调查（CFPS）成人问卷数据库，应用Ordinal logit模型分析了工作满意度与工作性质正规与否的关系。结果表明，非正规工作性质对于从业者的工作满意度有负面影响。同时分析了本研究存在的一些问题，并指出这项研究重要的现实意义。     

Job Satisfaction in the United States: Are Blacks Still More Satisfied?

Despite the substantial literature on the paradox of the happy female worker, research has been sparse in investigating race differences in job satisfaction. The last national level study on racial differences in job satisfaction was done in 1981 when, using national level U.S. data from the National Longitudinal Surveys of Mature Men for 1966, 1969 and 1971, Bartel showed that blacks had significantly more job satisfaction and further, that this racial gap had widened during this time. Though the reasons for this gap and its widening were not investigated, it was suggested, in a close parallel to the reason for the contented female worker, that lower expectations, in this case due to discrimination in the labor market, could be a reasonable explanation. Surprisingly, since then, there have been only a handful of studies focused on smaller, specific groups. This paper exploits two U.S. national level data sets, the GSS and the NLSY 1997, to examine the racial gap in job satisfaction. Simple means show that blacks are much less satisfied than whites and moreover, this difference has persisted not only across genders but also across almost four decades. To isolate the pure race effect, a sequential process is adopted by first examining the simple difference in the means of job satisfaction, then, through probit estimation, seeing the impact of individual attributes, finally progressing to incorporation of job attributes. Probit estimates give robust results. Blacks are significantly less satisfied than whites even when income, benefits and occupations are controlled. However, this racial gap is greater in the case of women and younger black men. An exploratory analysis shows that when discrimination is accounted for, the satisfaction gap is further reduced and the race coefficients are rendered insignificant. Estimates with comparison income show that the satisfaction gap is driven by perceived discrimination and not necessarily discrimination as captured by comparison income. This highlights the importance of policy measures to reduce perceptual discrimination.     

Effects of Demographic Characteristics of Logistics Firms on Their Performance and Job Satisfaction of Their Employees

This study investigates the effects of demographic factors of the logistics firms＇ employees （gender, age, education level, experience level, and department） on their job satisfaction and the effects of demographic factors of the logistics firms （company type, capital nature, and company experience level） on their performance of logistics activities about information technologies, interior relationship, and transportation based on the scale developed by the same authors and the sample of 39 logistics firms selected randomly in the city of Mersin and Adana in Turkey. According to findings, none of the demographic factors of the employees does aft~ct their job satisfaction. In terms of the demographic factors of the logistics firms, their experience level in the field is found to be significant in their logistics activities about information technology. In general, as the firm＇s experience increases, they perform better on information technology.     

新疆制造企业一线员工工作满意度与绩效研究

一线员工工作满意度和绩效对制造企业经济效益的提高和安全生产具有决定性作用。本文在回顾相关文献的基础上,构建了以工作环境、薪酬福利、工作本身和职业发展为自变量,任务绩效和关联绩效为因变量的研究框架;以问卷调查的方式获取240份有效问卷,并采用探索性因素分析和回归分析等多种统计方法对其分析。结果显示,制造企业一线员工工作本身对任务绩效和关联绩效有显著影响,职业发展对任务绩效有显著影响作用。因此,企业应通过加强工作本身的激励、为职工提供职业生涯规划、改善员工工作环境、建立合理的薪酬制度等措施来提高制造业一线员工工作的满意度和工作绩效。     

公办养老机构照护人员工作满意度影响因素探析

从公办养老机构照护人员的个人特征、培训开发、绩效管理、薪酬福利方面对其工作满意度的影响因素进行分析.结果表明:学历、工作时长、培训效果、绩效考核、月收入等变量对照护人员满意度有显著影响;目前公办养老机构中存在人才培训投入不合理、绩效考核中缺乏能力提升空间、绩效与薪酬不挂钩等问题.提出了完善专业性技能培训,提升发展空间,建立激励性薪酬体系,构建培训、绩效考核与薪酬三者联动等方面的建议.     

Training,Job Upgrading,Job Creation and Job Destruction

We extend the Mortensen and Pissarides (1999a, b) model to feature an endogenous upgrading or training rate, to gain a novel, general equilibrium, approach to training and labour market policy to gain a distinct model from the traditional partial equilibrium approach (e.g. Acemoglu and Pischke 1998). Among other results, we show training subsidies decrease equilibrium unemployment incidence, duration and level and less generous unemployment benefits increase the occurance of training. We also show the high elasticity of job destruction to aggregate conditions causes the frequency of training to be procyclical. A calibrated version of our model rationalizes cross-country differences in labour and training equilibrium outcomes.      

Regional Trading Arrangements and Regional Integration

The formation of new or geographically expanded regional trading arrangements is one of the dominant trends in the world economy. This paper reviews the changing nature of regional trading arrangements. In the 1980s and 1990s a new generation of arrangements has gone much beyond the removal of border-trade barriers to the harmonization of non-border instruments such as national subsidies and commodity taxes, standards, business law regulations and competition policy. They also, in some cases, cover service trade and factor trade. These extensions beyond the scope of traditional customs unions and free trade areas pose new questions about the meaning of regional integration. This paper proposes a new definition of regional integration in terms of price convergence and looks at the extent of regional integration in East Asia.     

Regional Trading Arrangements and Regional Integration

The formation of new or geographically expanded regional trading arrangements is one of the dominant trends in the world economy. This paper reviews the changing nature of regional trading arrangements. In the 1980s and 1990s a new generation of arrangements has gone much beyond the removal of border-trade barriers to the harmonization of non-border instruments such as national subsidies and commodity taxes, standards, business law regulations and competition policy. They also, in some cases, cover service trade and factor trade. These extensions beyond the scope of traditional customs unions and free trade areas pose new questions about the meaning of regional integration. This paper proposes a new definition of regional integration in terms of price convergence and looks at the extent of regional integration in East Asia.     

新疆少数民族科技人员工作现状与满意度分析

新疆要调整经济结构、转变经济发展方式,最终实现跨越式发展的战略目标,就需充分发挥和调动科技工作者的积极作用。本文借助新疆科技工作者抽样调查资料,对新疆少数民族科技工作者的工作状况及满意度进行了分析。分析得出：新疆少数民族科技工作者比重较低、学历较低、年龄结构偏大;少数民族科技工作者主要集中在南疆,且科技成果少、工作强度较大、工作满意度低。针对这些问题,本文提出应采取调整收入分配制度、增加培训力度、搭建交流平台等措施来改善少数民族科技工作者的现状,以提高少数民族科技工作者对工作的满意程度。