提高工作满意度的途径

工作满意度是制约员工工作效率和影响企业发展的重要因素。企业应掌握员工工作满意度的状况，有针对性地采取措施，提高工作满意度。本文首先分析了制约员工工作满意度的主要因素，然后着重阐述了提高员工工作满意度的途径。     

我国国企与国外企业家工作满意度及激励因素比较

本研究采用国际通行的实证研究方法，调查中，外企业家工作激励状况，应用数理统计方法对比分析不同社会环境下企业家的工作满意度及激励因素，研究发现，我国国有企业家的激励状况和工作满意度与国外企业家存在较大的差异，国有企业家满意度低，国外企业家满意度高。相关性分析指出，影响企业家满意度的最大三个相关原因是工作能否发挥特长、工作成就感和工作是否充实丰富。这说明自我实现和丰富的人生是最主要的企业家激励因素。本研究希望从科学的角度揭示企业家激励的基本点及核心因素，为调动企业家工作积极性推动国有企业改革提供理论和实践基础。     

中美企业家工作性质比较研究

本文对中美企业家工作性质的国内外研究现状进行了系统性的梳理。通过文献分析、总结和逻辑推理，首次独创性地提出了中美企业家工作性质比较模型，最后提出了中美企业家工作性质比较的进一步研究空间。     

浅谈现代企业办公室工作的定位

文章从企业办公室工作的性质、要求、任务、发展情况出发，研究分析了现代企业办公室工作新的工作特点、性质和要求，在此基础上，对现代企业办公室工作做出了定位，并提出了做好办公室工作的思想和办法。     

澳门居民工作满意度及影响因素研究

工作满意度问题日益成为经济学关注的问题。工作满意度对预测劳动者的劳动生产率、工作稳定性和主观幸福水平具有重要意义。本文通过问卷调查的方式研究了澳门居民工作满意度及其影响因素。分析发现就业部门、年龄、教育、绝对收入和相对收入都与工作满意度有相关关系,其中影响最大的因素是收入满意度、同上司关系满意度等。     

工作绩效与工作满意度关系的实证研究

工作绩效、工作满意度等变量之间的关系是近年来人力资源管理领域研究的热点。本文通过以云南数十家银行的一百多位员工的调查问卷为样本,运用统计分析软件对工作绩效和工作满意度的关系进行实证研究。实证研究结论表明：工作绩效与工作满意度之间是交互影响的关系。本文对银行的人力资源管理工作具有一定的理论和现实意义。     

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.     

西部民营企业员工工作满意度研究

员工工作满意度是影响企业发展的重要因素。本文通过对影响企业员工工作满意度因素的系统分析,建立了员工工作满意度评价的层次分析结构模型;在问卷调查的基础上,得出了影响西部民营企业员工工作满意度不同层次因素的权重和西部民营企业员工工作满意度的评价结果;通过建立重要性-满意度矩阵模型,提出了提高西部民营企业员工工作满意度的途径及相应的措施建议。     

技能培训能提高农民工工作满意度吗?

基于1434份农民工样本数据，采用有序Logit模型和倾向得分匹配法(PSM),对技能培训与农民工工作满意度之间的关系进行了实证分析。结果表明，技能培训对提高农民工工作满意度产生显著影响，且不同类型的技能培训对农民工工作满意度的影响存在较大差异，其中政府培训对工作满意度的影响较大，个人培训次之，企业培训对工作满意度的影响较小，对可能存在的内生性问题处理后所得结论依然稳健。鉴于此，提出应当坚持以政府培训为主导，同时鼓励个人和企业培训共同发展的具体政策建议。     

工作满意度影响因素分析——河南居民劳动市场调查问卷数据

文章通过对河南居民劳动市场的636个有效样本的统计分析，研究了影响居民工作满意度的因素，结果表明引起满意度差异的主要因素有工作层次、就业歧视和健康状况等。     

大学生工作搜寻的“摘麦穗”效应——风险容忍视角下的大学生就业满意度分析

基于299份来自广东、江西、安徽和上海等地高校部分2014-2016年毕业大学生的问卷调查数据,利用SPSS19.0软件进行cox半参数模型回归和调节效应检验。结果表明,大学生工作搜寻就如同"摘麦穗",一是工作搜寻时间的影响因素是多样的,人际交往能力更强的大学生,在资本充足的基础下,为追求下一份更好的工作,会选择延长搜寻时间。本省外市、外倾性更强、情绪更不稳定、应聘能力更强的大学生,因其高水平的表现能力,或迫切期望实现就业的心态,而选择早早定下工作岗位。二是工作搜寻在风险容忍影响就业满意度中存在调节效应。具体地,不同群体中,工作搜寻所发挥的调节效应有所不同。在低风险容忍群组中,随着工作搜寻时间的延长,风险容忍较高的大学生所表现出的就业满意度越低。而高风险容忍群组中,工作搜寻的调节效应没有通过显著性检验。     

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.     

The impact of gender differences on determinants of job satisfaction among Chinese off–farm migrants in Jiangsu

This study examines the effect of own income versus reference group income and the subjective factors considered important in a job for a sample of off–farm migrants in China. We find that own income has a positive effect on job satisfaction while the effect of reference group income is gender specific. We find evidence that males experience a tunnelling effect (higher income co-workers increase their job satisfaction) while females experience a jealousy effect (higher income co-workers lower their job satisfaction). We explain this result in terms of men reacting more positively in competitive environments and that, in China, males have better prospects for promotion. We find that compared with employees in western countries, off–farm migrants in China place much more emphasis on income and less importance on collegiality and job stability.     

产业结构框架下中国吸纳劳动能力的区域差异研究

运用SSA模型对中国2001~2008年期间六大区域的就业增长情况进行分析,计算出各地的产业结构和区位因素对就业增长的影响程度,以此为依据,分析了中国六大区域在吸纳就业能力方面存在的差异和差异产生的原因,在此基础上提出了相应的政策建议。     

Informal employment and its effect on the income distribution in urban China

This paper discusses the issue of informal employment and its effect on the income distribution in China using datasets from the China Urban Labour Surveys of 2005 and 2010. Based on a new definition of informal employment, we estimated the proportion of informal employment relative to total non-agricultural employment in urban China and found it to be 49.7% in 2005 and 40.3% in 2010. Meanwhile, our study illustrated that informal employees' earnings were 67% that of formal employees, and this large earnings gap raised the Gini coefficient to 0.42 in 2005. The Blinder–Oaxaca decomposition result shows that the earnings gap explains more than half of the overall personal income inequality in urban China. These results indicate that informal employment has a significant effect on the income distribution in urban China. Consequently, regulating the labour market, eliminating job discriminations and legislating the informal employment should be considered as alternative means of reducing inequality in China.     

Working hours and job satisfaction in China: A threshold analysis

This study utilizes a threshold model to examine the nonlinear relationship between working hours and job satisfaction, using the open-access data of the 2018 China Family Panel Studies. We address the endogeneity of working hours utilizing an instrumental variable-based two-stage residual inclusion approach. The threshold model shows that the effects are indeed different. Working more than 9 h reduces workers' job satisfaction, and these reductions are even greater among those working more than 12 h. Heterogeneous analysis reveals that working long hours reduces the job satisfaction of female employees more than that of their male counterparts; the job satisfaction of unmarried individuals is unaffected by how long they work, whereas that of married workers declines when they work longer hours. Also, although the job satisfaction of wage-employed workers falls with an increase in the number of hours worked regardless of how long they work, that of self-employed workers falls only when they work more than 12 h. Poor physical health mediates the adverse effects of long working hours on job satisfaction. Finally, working long hours reduces individuals' short-run hedonic well-being but does not affect their perceptions and feelings towards various facets of life in the long run.     

Job satisfaction and relative income in economic transition: Status or signal?: The case of urban China

We use two datasets for urban China to examine whether an increase in reference group income lowers or increases job satisfaction. The former is consistent with a status effect — an increase in the income of others lowers my satisfaction because I feel jealous. The latter is consistent with a signal effect — an increase in the income of others might make me jealous, but it also provides an information signal about my future prospects. When we use a single item indicator of job satisfaction we find no support for a status or signal effect; however, when we use a psychometrically valid instrument to measure job satisfaction, we find some support for the existence of a status effect. We consider the components of job satisfaction through which the status effect operates. We find that the status effect operates through satisfaction with co-workers, operating procedures, pay and supervision.     

Land Ownership as an Urban Employment Disincentive for Rural Migrants in China

When landowning rural migrants in urban areas in China become unemployed, they retain the option to return home to agricultural work. As a result, the opportunity cost of the loss of employment for these migrants declines. In addition, the potential wealth arising from compensation for expropriated rural land increases significantly with ongoing urbanization in China. This weakens the incentive for landowning rural migrants to work as hard in urban employment as they might otherwise. In this paper, we employ the Floating Population Dynamic Monitoring Survey for Beijing, Shanghai, and Guangzhou in 2012, as surveyed by the Municipal Population and Family Planning Commission to assess the employment disincentives induced by rural land ownership. We find that compared with landless rural migrants, landowning rural migrants generally have less job stability and lower salaries.     

Determinants of Self-employment in China： Evidence from Cross-regional Data

This paper presents and tests a series of sources of regional variations in self‐employment rate in China in the 2000s, and illustrates that the stage of economic development is a major explanation for the variations of self‐employment rate across regions over the past decade. The negative relationship between the stage of economic development and self‐employment rate identified in the paper indicates that China has entered the process of fast industrialization, and self‐employment is playing a diminishing role in economic growth and employment. We also find a substitution effect between self‐employment and private enterprises. While both are important components of China's private sector, private enterprises are becoming an increasingly important source of China's economic growth and employment. Furthermore, our findings also imply that when job opportunities are limited, self‐employment in China is likely a forced choice of disadvantaged people who are not qualified for wage jobs.     

EFFECT OF IT JOB TRAINING ON EMPLOYMENT AND WAGE PREMIUM: EVIDENCE FROM KOREA PANEL DATA

In this paper, we examine whether IT job training raises the probability of getting employed and enables the trainee to obtain a high wage. In this paper, it is reported that, in the Republic of Korea, IT job training as a whole affects not only employment but also wage premium, even though the effect on wage premium is somewhat less conspicuous. In particular, the intensity of IT job training is more instrumental in the opportunity of getting employed than simply whether receiving IT job training or not. This effect is intensified in the low‐education group. In this group, the probability for the persons who undergo IT job training for more than six months of getting employed is higher than that for a person without any job training. Additionally, provision of IT job training by a private institute and cost sharing with the government enhances the opportunity of employment.