共查询到20条相似文献,搜索用时 62 毫秒
1.
工作压力与员工满意度是影响工作行为绩效的重要心理因素.文章针对这两者之间的关系,通过对压力和员工满意度在企业中的影响描述,用调查问卷的方式对企业员工的压力和满意度进行了调查分析.结果表明:员工的内源压力与工作满意度之间有着显著的正相关;外源压力与工作满意度之间有着显著的负相关.最后,针对调查结果提出企业缓解工作压力,提高员工满意度的一些方法,从而达到企业发展的预期目标. 相似文献
2.
以A企业员工为研究对象,对工作压力与工作倦怠的关系进行研究,通过访谈和发放问卷的方式对A企业员工进行抽样调查,运用定性与定量的方法,运用人口统计变量因素,来研究A企业员工工作压力与工作倦怠的之间存在的关系,拟帮助A企业从工作压力角度去探求缓解工作倦怠的方法,为其他企业有效控制工作压力,进而缓解工作倦怠提供参考。 相似文献
3.
国有企业管理人员工作压力与工作满意度实证研究 总被引:1,自引:0,他引:1
本研究通过对国有企业管理人员工作压力和工作满意度状况及其相互关系的调查分析,得出了如下结果:①国有企业管理人员的总体工作压力属中等水平,其中,工作内源压力明显高于工作外源压力;②国有企业管理人员总体工作满意度较好,仅对报酬和职业发展的满意度稍微偏低;③国有企业管理人员工作内源压力与工作本身和职业发展满意度存在显著的正相关关系,内源压力对两方面满意度具有一定的影响作用;工作外源压力与同事、管理者满意度呈现显著的负相关关系,外源压力对两方面满意度具有一定的负影响作用。 相似文献
4.
5.
随着我国经济体制改革的深入和企业经营机制的不断完善,企业员工的工作压力问题已经成为当前企业管理中一项重要的研究课题。本文从企业实施员工工作压力管理的现实意义出发,根据企业压力管理的现行措施,简要分析企业压力管理工作中存在的主要问题,并提出一些初步的改进意见。 相似文献
6.
对现代企业员工来说,工作压力犹如维他命,必须得到应有的关注。员工满意度是员工对工作的各方面所持有的态度或感情倾向。这种态度或倾向性,是以员工在工作各方面的需要得到满足的程度为基础的。组织承诺是员工随着其对组织的“单方投入”的增加而不得不继续留在该组织的一种心理现象。 相似文献
7.
对现代企业员工来说,工作压力犹如维他命,必须得到应有的关注.员工满意度是员工对工作的各方面所持有的态度或感情倾向.这种态度或倾向性,是以员工在工作各方面的需要得到满足的程度为基础的.组织承诺是员工随着其对组织的"单方投入"的增加而不得不继续留在该组织的一种心理现象. 相似文献
8.
本文对工作满意度和员工离职倾向的国内外研究的历史沿革、研究成果进行了概括和总结,并进行了深入评述。研究结果对于企业的人力资源管理具有一定的启发意义,并且对后续研究有一定的指导意义。 相似文献
9.
在知识经济时代外部环境日新月异,企业间竞争愈发激烈,如何选好人,用好人,留好人成为人力资源部门思考的首要问题.在此背景下,企业成长动力、企业资源整合和企业创新变革迫切需要企业自身高度重视员工关系管理工作,本文在系统调研成长型高新技术企业的基础上,指出高新技术企业要用“家”的氛围留住员工,用“爱”的魅力激励员工,用“路”的机制培养员工. 相似文献
10.
通常认为企业薪酬水平高,员工满意度会增加,企业薪酬水平低,满意度就会降低。所以企业薪酬水平对满意度的影响是很大的,该文将结合实际,详细介绍企业的薪酬水平和员工满意度的关系。 相似文献
11.
Companies offer ethics codes and training to increase employees’ ethical conduct. These programs can also enhance individual
work attitudes because ethical organizations are typically valued. Socially responsible companies are likely viewed as ethical
organizations and should therefore prompt similar employee job responses. Using survey information collected from 313 business
professionals, this exploratory study proposed that perceived corporate social responsibility would mediate the positive relationships
between ethics codes/training and job satisfaction. Results indicated that corporate social responsibility fully or partially
mediated the positive associations between four ethics program variables and individual job satisfaction, suggesting that
companies might better manage employees’ ethical perceptions and work attitudes with multiple policies, an approach endorsed
in the ethics literature.
Sean Valentine (D.B.A., Louisiana Tech University) is an Associate Professor of Management in the college of Business at the
University of Wyoming. His teaching and research interests include business ethics, organizational behavior, and human resource
management. He has published in journals such as Behavioral Research in Accounting, Journal of Business Research, Journal of Personal Selling & Sales Management, and Journal of Business Ethics.
Gary Fleischman (Ph.D., Texas Tech University) is an Associate Professor and is the McGee Hearne and Paiz Faculty Scholar
in Accounting at the University of Wyoming. His teaching expertise is in accounting and entrepreneurship and his research
interests are in business ethics and behavioral business research. He has published in journals such as Behavioral Research in Accounting, The International Journal of Accounting and Journal of Business Ethics. 相似文献
12.
《Journal of Marketing Channels》2013,20(1):65-87
Abstract Using a structural equation modeling technique, we empirically tested a hypothetical hierarchical model where personal values leadership styles job satisfaction organizational commitment. Survey data (N = 205) were collected from retail managers of national retail chain store companies. Our exploratory study found that personal values influenced retail managers' leadership styles, which in turn influenced their intrinsic and extrinsic job satisfaction. Job satisfaction ultimately influenced organizational commitment. Theoretical and managerial implications for human resources management are discussed. 相似文献
13.
14.
组织分配制度对工作满意度与绩效相关性影响实证研究 总被引:1,自引:0,他引:1
首先借鉴影响变量论的观点,分析了组织分配制度对员工工作满意度与绩效相关性的调节作用;其次,对工作满意度和绩效概念进行了细分,在此基础上,提出有关组织分配制度如何影响员工工作满意度与绩效相关性的五条假设;接着,采用问卷调查法对本文提出的假设进行实证研究,结果表明组织分配制度对工作满意度与绩效相关性具有显著影响;最后,根据研究结论,提出相应建议。 相似文献
15.
工作满意感、组织认同与离职倾向关系实证研究 总被引:3,自引:1,他引:3
文章以383个建筑企业员工为被试样本,运用相关分析、偏相关分析、回归分析及路径分析等统计方法考察了工作满意感、组织认同与离职倾向三个员工态度变量之间关系.结果发现:(1)工作满意感、组织认同与离职倾向之间具有显著相关性和因果性;(2)工作满意感与组织认同相互作用,共同影响离职倾向,且组织认同对离职倾向的影响程度大;(3)组织认同在员工工作满意感与离职倾向关系中具有调节效应,在满意度一致的前提下,组织认同程度的高低对员工离职倾向具有更显著的调节影响.这些研究结果为员工离职权变主义学说提供了证据支持. 相似文献
16.
The Role of Ethics Institutionalization in Influencing Organizational Commitment,Job Satisfaction,and Esprit de Corps 总被引:1,自引:1,他引:1
Given increasing ethical problems in business, many organizations have tried to control these problems by institutionalizing
ethics such as by creating new ethics positions and formulating and enforcing codes of ethics. In this study, the impact of
implicit and explicit forms of institutionalization of ethics on job satisfaction, esprit de corps, and organizational commitment
for marketing professionals is investigated. Additionally, the influence of organizational socialization, ethical relativism,
and age relative to each of the above organizational climate constructs is examined. Results indicate that at least one of
the forms of institutionalization of ethics is a significant determinant of all three organizational climate constructs. However,
while organizational socialization is a significant determinant of all three organizational climate variables, relativism
is only significant in determining organizational commitment (in a negative direction) and age is only significant in determining
job satisfaction.
Scott John Vitell is Phil B. Hardin Professor of Marketing and Chair of the Marketing Department at the University of Mississippi.
He received his Ph.D. in Marketing from Texas Tech University. He has published more than 100 journal articles. His recent
publications have appeared in the Journal of Retailing, the Journal of Business Ethics, the Journal of Marketing Theory and Practice, the Journal of International Marketing, International Business Review and the Journal of Macromarketing, among others. He serves on the Editorial Board of the Journal of Business Research.
Anusorn Singhapakdi is Professor of Marketing and Marketing Area Coordinator at Old Dominion University. He has published
more than 50 journal articles. He has also received recognition for his publications from a number of academic journals including
the Journal of Business Research, International Marketing Review, Marketing Education Review, and the Journal of the Academy of Marketing Science. He serves on the Editorial Boards of␣the Journal of Macromarketing and the Journal of Marketing Education. He is a section editor for Applied Research in Quality of Life and has served as a guest editor for the Journal of Business Ethics. 相似文献
17.
《Journal of Promotion Management》2013,19(1-2):55-70
Abstract This study looks at culture' influence on employee job satisfaction and performance as it pertains to competitiveness. The researcher investigated whether INDSALES (a job satisfaction scale) is compatible with a Hispanic salesperson sample, focusing on automobile sales situations. The methodology relied heavily on field research and on an experimental design that applied different employee/manager combinations. Two hypotheses were proposed and subsequently tested. Results demonstrate that Hispanics and Anglo-Americans view job satisfaction somewhat differently. The study also found that there are significant differences in the levels of job satisfaction between mono-cultural and bicultural relationships. Managerial implications for better competitiveness are incorporated. Future research could investigate a different geographical region with Hispanic and Anglo automobile salespersons or other nations where different cultures work together 相似文献
18.
《Journal Of African Business》2013,14(3):55-81
Abstract As free trade expands and grows in the post-GATT global era, the South African economy will increasingly rely on firms that are able to compete, survive and prosper in the global village. To this end the production factors of these firms, of which human resources are the most important, must be productively utilised and managed. Successful business firms have been linked to the achievement activities of the human resources of these firms. Despite being a topic of both teaching and research now for almost forty years, uncertainty still exists about McClelland's (1962) assertion that the achievement need (nACH) is a learned need that all people possess. This uncertainty has resulted in the questioning of the motivation and reward strategies of human resource specialists in many firms. Of special importance in the present study is the neglect of achievement motivation of lower-level employees by managers in firms. By using structural equation modelling the causal influence of the nACH and the other McClelland needs on the performance intentions of managers and frontline employees is assessed in this study. The empiri cal results support the learned need assertion. The findings highlight the disadvantages to firms that disregard the achievement motivation of lower-level employees. The managerial implications of these findings are discussed. 相似文献
19.