流动人口婚姻满意度实证分析

利用"流动人口的婚姻家庭调查研究"课题收集的数据,从流动人口对婚姻生活的满意度和对配偶的满意度来描述流动人口的婚姻满意度状况,并对流动人口各方面的婚姻满意度随结婚年数的发展变化趋势进行分析。通过建立多视角多因素的综合解释模型,对流动人口婚姻满意度的影响因素进行回归分析,结果表明,夫妻关系维系因素、冲突解决方式、婚恋意愿、权利模式等是流动人口婚姻满意度的主要影响因素。     

女性独居老人自评生活满意度的影响因素分析

文章利用2002年中国高龄老人健康长寿状况调查数据,从中选取女性独居老人,运用因子分析和Logistic回归等方法分析讨论了影响女性独居老人生活满意度的因素。分析结果表明,在众多影响独居老年女性生活满意度的因素中,心理因素和经济因素的作用最直接。生理因素和人口因素对生活满意度的影响通过心理因素体现,而社会因素对生活满意度的影响在一定程度上与心理因素相关。     

社会支持对老年人生活满意度的影响机制——基于躯体健康、心理健康的中介效应分析

社会支持与老年人生活满意度相关关系研究对提高老年人口生活质量、积极应对老龄化具有重要意义。本文基于"2013年上海市老年人口状况与意愿调查"数据,通过多元线性回归验证三种类型的社会支持对老年人生活满意度的积极作用。本研究引入躯体健康、心理健康两个重要的中介变量,形成多元多重中介模型,通过对该模型的检验阐述社会支持对老年人生活满意度的影响机制。社会支持的三个维度中,陪伴关爱支持对老年人生活满意度的积极作用最大。而相比躯体健康,心理健康在社会支持对生活满意度影响过程中的中介作用更大。     

中国国有林场职工的生活满意度及影响因素分析

以河北、浙江、山东等14个省（市、自治区）490个林场10000位职工的问卷调查为依据，采用Multinomial Logistic Regression方法深入分析职工生活满意度的影响因素。结果表明：53.6%的国有林场职工对生活感到不满意，68.2%的职工感觉生活压力很大。同时，职工年龄、工作年限、配偶工作、收入、住房面积、工作时间、工作环境、社会保障、林场与职工之间的关系以及职工对未来的信心程度等因素都对生活满意度具有显著的影响。     

欠发达地区农村公共服务满意度及其影响因素分析——基于西北五省1478户农户的调查

文章根据西北五省的40个县(市)实地调研数据,采用因子分析法和二元离散选择模型,对农村公共服务满意度及其影响因素进行了实证研究。结果表明,农民满意度的影响主要来自道路、基础教育、医疗、农田水利设施、饮水设施、公共服务供给农民参与情况、农民对村委会的评价、农民对政府的评价等;农民对农村公共卫生、农村文化娱乐、农业科技推广与培训、农村清洁能源的满意度较低;农民满意度基本上不受被调查者性别、文化程度、家庭成员数等变量的影响;农民对农村公共服务的需求具有一定的层次性和阶段性,而农民满意度根据其需求状况具有一定的次序性。     

城市居家老年人主观生活质量评价及其影响因素研究

本文根据城市居家老人生活质量评价的若干指标，对上海城市居家老人分事件类别的主观满意度及其整体生活状况的满意度进行了实证分析．并运用Logistic回归分析研究城市居家老人各生活质量因素对整体生活主观满意度的影响。研究发现影响整体生活满意度评价的因素是多方面的，有经济状况因素、身体健康因素、心理健康因素、社会支持因素、婚姻状况、参与老年活动因素。     

老年人生活满意度影响因素研究

随着我国人口老龄化程度的不断加深,对老年人生活满意度影响因素进行研究非常必要。本文利用在山东的调查数据对影响老年人生活满意度的个人及家庭因素进行了分析,结果发现老年人健康状况、家庭经济条件、老年人在家庭中的经济地位和儿子对老人的经济支持对老年人的生活满意度影响显著。     

农民工外出务工对婚姻关系的影响——基于浙江904个农民工的计量分析

利用浙江省904个农民工数据样本,本文试图从婚姻满意度和夫妻感情两个维度考察农民工外出务工对其婚姻关系的影响.研究表明,农民工的务工经历对婚姻关系具有显著影响,男性对婚姻关系的评价要高于女性;农民工的工作特征如月收入、每日工作时间及个人特征如健康状况、心理状况对婚姻关系也具有显著影响;结婚年数与农民工的婚姻满意度具有非线性关系.     

女性性别意识及其影响因素———以福建省为例

利用2000年全国第二期妇女社会地位抽样调查福建样本的相关统计资料,描述女性性别意识的时期变动及其与男性性别意识的差异,并在综述前人研究的基础上,提出解释性别意识的理论模型。多元回归分析结果表明,个人的年龄、受教育程度、职业性质、对工作的满意度、社会流动经历以及家庭婚姻状况对女性性别意识产生显著的影响。     

参合农民对新型农村合作医疗的满意度分析——对山东省广饶县乐安街道的调研

从参合农民的视角对新农合展开研究,即从需求方角度探索如何推动新农合制度的发展。本文设计了参合农民对新农合的三级评价指标体系,对广饶县乐安街道进行200户入户访问式问卷调查,运用SPSS18.0统计软件对问卷结果进行有序Logistic检验、相关分析,得出参合农民对新农合总体上满意的结论。本文从期望角度和公平角度分析参合农民的满意度。期望角度的影响因素包括:制度本身中的个人缴费水平、报销补偿比例,医疗服务提供者中的医疗条件和技术水平,政策管理者方面报销手续烦琐程度、村干部的工作能力,自身经济条件和身体健康状况等。公平角度的影响因素包括:个人缴费的公平感、对报销手续烦琐程度的公平感、医疗条件和技术水平的公平感等。     

The Impact of Core Self-evaluations on Job Satisfaction: The Mediator Role of Career Commitment

The present study investigated the impact of core self-evaluations on job satisfaction, with a primary focus on confirmation of the mediator role of career commitment. Three hundred and twelve male soldiers completed the Core Self-Evaluations Scale, the Minnesota Satisfaction Questionnaire, and The Chinese Career Commitment Scale. The results revealed that both career commitment and core self-evaluations were significantly correlated with job satisfaction. Structural equation modeling indicated that career commitment partially mediated the relationship between core self-evaluations and job satisfaction. The final model also revealed a significant path from core self-evaluations to job satisfaction through career commitment. The findings extended prior reports and shed light on how core self-evaluations influence job satisfaction; this provides valuable evidence on promoting job satisfaction in non-commercial organizations.     

Erratum to: The Development Hypothesis of Women Empowerment in the Millennium Development Goals Tested in the Context of Women’s Access to Land in Africa

A number of empirical studies have shown a positive influence of employment stability on job satisfaction. Employment stability, usually measured by the type of contract an individual has, may affect one’s job satisfaction directly, as well as through its impact on other relative variables, such as job security, since a stable position seems to bring individuals a sense of security. The aim of our research is to investigate the relationships between job security, employment stability and job satisfaction of workers in Poland. In the study, we strive to show how these factors impact knowledge workers and other workers differently. In order to conduct analysis, we propose two logistic models, separate for these two groups, with job satisfaction as a dependent variable and type of contract and three items denoting different dimensions of job insecurity: an insecure source of income, too many duties to cope with and being treated unjustly at the workplace, as independent variables. The robustness of the models has been defended by the introduction of the time dimension. The results show that job insecurity is the most influential factor in the model of job satisfaction for all employees. However, this impact differs depending on the employment arrangements. Flexible workers are much more vulnerable to job insecurities in terms of job satisfaction. Another finding is that the job satisfaction of knowledge workers is more influenced by job security.     

Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123.FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.     

An examination of referent selection processes underlying job satisfaction

Using two different methods of assessment, the goal of the present research was twofold: (1) to examine the relative influence that different standards of comparison have in determining satisfaction with various job facets; and (2) to examine the relative consistency of each standard's influence across job facets. According to both direct reports and the strength of empirical relationships, the results indicated that some standards of comparison were stronger predictors of facet satisfaction than others. The consistency of a standard's influence or predictive power depended on the particular standard of comparison under consideration. Some standards were consistently strong or consistently weak predictors of facet satisfaction, regardless of the particular job facet. However, for other standards of comparison, the amount of predictive influence depended on the particular job facet. Within the context of discrepancy-based theories of job satisfaction, results are discussed in terms of their comparability across the two different methods of assessment, and the directions they suggest for future research.     

The Impact of Overeducation and its Measurement

The central focus of this article is the influence of the applied measure when the impact of overeducation is analyzed. For a database of Flemish school leavers, four alternative measures of overeducation are related to job satisfaction, mobility, training participation and wages. The magnitude and significance of the effects diverge between these measures. When attained education is controlled for, overeducated workers are less satisfied, more mobile, participate less in training and earn less than adequately educated workers. When required education is controlled for, no robust results are found for job satisfaction and training participation. Overeducated workers earn more than adequately educated colleagues, but have a higher turnover rate. We have little clear results with respect to undereducation. Caution is thus recommended for the interpretation of empirical results with respect to the impact of over- and undereducation.     

How to Make a Newcomer Happy? The Mediating Role of Career Commitment on the Relationship Between Unmet Expectations and Job Satisfaction

This study focuses on the relationships of unmet expectations to occupational commitment and job satisfaction. The direct and indirect (via occupational commitment) effects of unmet expectations on job satisfaction were investigated in 397 new Chinese employees. For this purpose, structural equation modeling and bootstrap method was used, and fit indices and Chi square values were compared between partially-mediated and fully-mediated models. Results confirmed the ubiquity of unmet expectations in newcomers, and confirmatory factor analysis verified its latent structure including unmet prestige, unmet health, and unmet progress. Structural equation modeling and Chi square test indicated the partial mediation of occupational commitment on the relationship between unmet expectations and job satisfaction. Testing the mediating effects using the bootstrap method also revealed a significant path from unmet expectations to job satisfaction through occupational commitment. Findings extended those of prior studies and shed light on the protection of occupational commitment to job satisfaction; these findings provide enlightenment on promoting job satisfaction for new employees in their first few days.     

The Effects of Employee Involvement and Participation on Subjective Wellbeing: Evidence from Urban China

This study examines how perceptions of the work context affect the job and career satisfaction of Chinese employees. Perceived organizational support (POS), procedural justice, and gender bias against women are considered as antecedents. Gender is expected to moderate the relationships between these antecedents and the outcome variables. The results of hierarchical regression analysis on data from 591 Chinese employees indicated that POS and procedural justice are positively related to employees’ job and career satisfaction. Additionally, gender acts as a moderator in the relationship between POS and job satisfaction, and between gender bias against women and career satisfaction.     

The effects of quality of working life (QWL) on employee behavioral responses

Quality of work life (QWL) was conceptualized in terms of need satisfaction stemming from an interaction of workers' needs (survival, social, ego, and self-actualization needs) and those organizational resources relevant for meeting them. It was hypothesized that need satisfaction (or QWL) is positively related to organizational identification, job satisfaction, job involvement, job effort, job performance; and negatively related to personal alienation. A survey study was conducted based on a sample of 219 service deliverers to the elderly in a large midwestern city. The results were consistent with the hypotheses. Managerial implications were also discussed.     

Generational Differences in Work Values,Perceived Job Rewards,and Job Satisfaction of Chinese Female Migrant Workers: Implications for Social Policy and Social Services

This cross-sectional survey study is a pioneering attempt to investigate the generational differences in the work values, perceived job rewards, and job satisfaction of Chinese female migrant workers. The study targeted two toy factories in the Guangdong Province of China and recruited a total of 1,307 female workers as participants. Among them were 577 female migrant workers who comprised the target group for this research. The authors hypothesized that the younger generation of female migrant workers would have higher levels of cognitive work values (such as self-enhancement and career development) but lower levels of perceived job rewards and job satisfaction than those of the older generation. The results indicate that there are no generational differences in work values among the three birth cohorts of Chinese female migrant workers. The older generation felt more satisfied with the job rewards that they received, and their sense of job satisfaction was higher than that of the younger generation. Furthermore, the findings showed a substantial positive influence of perceived social job rewards (such as support from co-workers and supervisors) on job satisfaction among the younger generation. The current findings suggest that in China, generational differences in work are affected by both the generation factor and the rural–urban stratification factor. The authors hope that the study will provide a knowledge base for understanding the perceptions of Chinese female migrant workers toward work and for exploring the ways in which new policies and social services can be developed in order to address their needs.     

Gates to retirement and gender differences: Macroeconomic conditions,job satisfaction,and age

ABSTRACT

The different pathways out of the labor force have been the focus of many recent studies, yet not enough scholarly attention has been paid to the effect of country-level, individual, and job characteristics and their potentially different influence across genders. The current article examines the relationships between retirement decisions and macroeconomic conditions, personal characteristics, and job satisfaction, while focusing on gender differences. Data came from 16,337 respondents in 13 European countries that participated in the Survey of Health, Ageing and Retirement in Europe (SHARE). We find that the relative importance of macroeconomic conditions and job satisfaction differs by gender.