家庭迁移背景下农民工工作满意度研究

通过分析2013年中国社会状况综合调查(CSS2013)的数据,对家庭迁移背景下农民工工作满意度的影响因素进行解读,结果显示,家庭中的随迁人口和家庭矛盾会降低农民工的工作满意度,工作中的稳定性和发展前景而非收入水平对提升农民工工作满意度有显著影响,社会保障中的失业保险会提升农民工的工作满意度,社会资本和社会地位与农民工工作满意度密切相关.进一步研究表明,不同代际农民工工作满意度的影响因素存在较大差异,需要政府有针对性地为农民工及其家庭提供福利保障.     

角色理论视角下的工作家庭冲突及其解决策略

伴随经济的快速发展、经济环境的巨大变化,使得越来越多的员工感受到工作与家庭的冲突.其冲突的表现形式可以分为基于时间的冲突、基于紧张的冲突和基于行为的冲突三种,其产生的深层次根源可归结为家庭归属需要和自我实现需要的冲突、角色报酬与角色成本的权衡以及基于社会同一性的角色冲突等三个方面.有效地解决工作家庭冲突需要组织、家庭和个人的共同努力:在组织维度上,进行工作角色再定义;在家庭维度上,对家庭角色进行再定义.同时,个体亦需改变自己对所承担的角色需求的知觉,即个人角色再定义.反应性角色行为虽然能够在特定时期内暂时缓解冲突,但这是一种消极、被动的策略,不宜长期采用.     

组织变革中个人效能与团队冲突契合研究

对组织变革中个人效能、团队冲突和组织信任关系进行建构,在人才选拔、员工培训与开发、职业规划、员工压力问题进行管理;揭示组织变革中个人效能与团队冲突内在影响因素、发现个人效能、人格特征以及工作压力在组织变革中提高工作绩效中介变量,构建多维压力管理结构模型,形成压力管理制度保障。综合解决团队冲突中压力问题,从而为促进个人、团队、组织和谐发展提供政策建议和实践方略。     

员工抑郁的工作与生活影响因素及应对

随着商业竞争的升级和"996"加班文化的盛行,快节奏、 高强度的工作状态使得员工心理压力剧增,员工抑郁成为了中国社会重要的公共卫生问题.依据资源保存理论,从工作和生活两方面考察了中国员工的抑郁影响因素.基于CFPS2016的数据分析结果表明:工作因素(工作满意度)和生活因素(家人共处和休闲娱乐)均与员工抑郁显著负相关;生活因素会通过影响生活满意度间接地减弱工作因素与员工抑郁之间的关系;家人共处的上述间接调节效应对于男性和女性员工均成立,但休闲娱乐的上述间接调节效应只在男性员工样本中得到验证.因此,为了有效缓解员工抑郁,应该更加关注工作和生活中积极因素的共同作用.     

夫妻权力模式与女性家庭地位满意度研究

第二期中国妇女社会地位调查资料显示,农村家庭丈夫拥有更多实权的为最多,而城市平权型家庭为最多;九成以上男女都对自己的家庭地位感到很满意或较满意,但妻子的满意度低于丈夫.对夫妻权力模式与女性家庭地位满意度的关系及其影响因素的路径分析结果显示:资源假说、文化规范论、相对的爱和需要理论都在夫妻权力影响因素的回归模型中有一定的解释力.但个人拥有实权仅对妻子的家庭地位满意度有微弱影响,而被访者对家务分工和婚姻是否满意是最重要的家庭地位满意度的预测指标,夫妻沟通时不被对方所尊重、配偶动手打人与家庭地位满意度呈负相关,并在妻子模型中有更强的解释力.     

中学教师的职业满意度与流动意愿及其影响因素研究——来自中国教育追踪调查数据(CEPS)的经验证据

基于CEPS初中教师样本数据,描述了不同性别和受教育水平教师的工作满意度和转换职业意愿,考察了其影响因素,并对满意度及流动意愿的性别和城乡差异进行了比较分析.研究表明,中学教师工作满意度较低、压力较大.在影响教师总体满意度的各因素中,薪酬待遇、学校管理、学生素质是重要因素.学校管理、学生成绩带来的压力也对教师总体及各维度的满意度构成了不利影响,同时也消极地影响着教师的职业选择意愿.此外,男性教师的职业满意度总体低于女性,在控制了个人特征等因素后,农村教师的工作满意度较低,压力较大,对薪酬的不满更为严重.     

城市夫妻间的婚内暴力冲突及其对健康的影响.

家庭暴力的研究领域充满了各种争论。在对现有的理论作出综合阐述和评论后,本文运用全国范围内有代表性的随机抽样调查数据,分析中国城市夫妻间的暴力冲突及其对健康的影响。本文发现,夫妻间的婚内暴力冲突在中国城市家庭中并不少见。其中,施暴者夸大而受害者隐瞒其受侵犯的经历。夫妻间的嫉妒情绪显著地增加暴力冲突的可能性。比丈夫收入更高的女性受侵害的可能性更高。生活压力,如学龄前小孩和较低的社会经济地位,增加暴力冲突的发生。家庭暴力对受害者,特别是女性的健康状况有着显著的负面影响。     

社会工作者工作满意度的影响因素及其机制研究①

本研究使用中国社会工作动态调查数据,以工作要求-资源模型为基础,探讨社会工作者工作满意度的影响因素与机制.研究发现:工作要求与工作资源不会直接影响工作满意度,而是分别通过职业倦怠与工作投入对后者产生负向和正向影响;工作要求会使社会工作者产生消极应对心理,降低工作资源对工作投入的激发效应;工作资源可以发挥缓冲效应,降低工...     

浅议女性家庭照料者的社会支持

随着老龄化社会的到来,老龄人口增多,老年人在家中养老必将长期存在,对老年人的家庭照料越来越重要。而由于社会性别意识的影响,社会规范把家庭照料的责任更多的赋予给了女性,现代女性面临强烈的角色冲突和巨大压力。必须加强对女性家庭照料者的社会支持,缓解她们的照料压力。     

教育背景对农村妇女家庭权力行为和家庭地位满意度的影响研究——以荆门市某村为样本的典型调查为例

本文根据文献研究构建了农村夫妻教育背景特征、妇女家庭权力束、妇女家庭地位满意度等三个构面.分析了农村夫妻教育背景对妇女家庭权力行为(客观)和妇女家庭地位满意度(主观)的直接或间接关系程度.通过对荆门市某村典型调查,主要研究结论:教育背景对农村妇女家庭权力结构和妇女家庭地位意度有直接影响;妇女家庭分工权力普遍直接影响妇女家庭地位满意度,生育权直接影响妇女受尊重的满意度.夫妻教育背景对妇女家庭权力与妇女家庭满意度有明显问接影响.     

The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

A further examination of antecedents of correctional staff life satisfaction

Working in corrections is not only a demanding job, but a socially important one. While a growing number of studies have examined how the work environment impacts the job stress, job satisfaction, and organizational commitment of staff, very few studies have examined how working in corrections impacts the life satisfaction of workers. The current study utilized OLS regression to examine the antecedents of life satisfaction among staff at a Midwestern private prison. Job satisfaction had a positive relationship with life satisfaction, while age, work on family conflict, family on work conflict, and job involvement all had statistically significant negative effects. Finally, perceptions of the level of financial rewards, job stress, organizational commitment, gender, race, educational level, tenure, supervisory status, position, marital status, and having children, all had non-significant associations with overall satisfaction with life.     

Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers

The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-to-work conflict and psychological strain. These findings contribute significantly to the social work literature on work–family interface and confirm the importance of developing and targeting not only strategies that aim to reduce work–family conflict, but also those that aim to increase job satisfaction among social workers.     

Job satisfaction and retention of social workers in public agencies, non-profit agencies, and private practice: the impact of workplace conditions and motivators

The authors examine a selected array of agency-influenced work and employment conditions and assess their impact upon social workers' job satisfaction, motivation, and intention to seek new employment. The study makes correlations with past empirical studies on job satisfaction and retention, with staff development concerns as stated in social work administration textbooks, and with conditions subject to administrators' influence. Some specified motivational issues included are salary, fringe benefits, job security, physical surroundings, and safety. The analysis demonstrates the contribution of certain contextual and motivational factors to a prediction of job satisfaction or of intent to leave the organization.     

Support in the Workplace: Buffering the Deleterious Effects of Work–Family Conflict on Child Welfare Workers’ Well-Being and Job Burnout

ABSTRACT

We examined the impact of work–family conflict (WFC) on worker well-being and job burnout, as well as the role of social support in the workplace as a potential buffer against the influence of WFC. Results of hierarchical multiple regression analyses in a cross-sectional sample of 361 public child welfare workers indicate that WFC was related to reduced well-being and increased job burnout, whereas supervisory support moderated the relationship between WFC and well-being. Findings from this study hold implications to workforce management practices aimed at improving worker well-being in human service and child welfare organizations. Human resource management policies designed to manage worker schedules should aim to facilitate workers’ ability to meet work and family demands through programs such as flexible work schedules and telecommuting. Recommendations for future research on WFC and worker well-being are discussed.     

Life Aspirations: Their Impact on Family and Work Conflict and Life Satisfaction in Hong Kong and Taiwan

Family and work conflict (F/WC) has gained prominence in developed economies in Asia as individuals are faced with the increased demands from work and families that are still considered very important. Hong Kong and Taiwan best illustrate the changing social and economic conditions that have given rise to this conflict. In these two societies, people have demonstrated a strong emphasis on work, even when it entails the sacrifice of family tasks and duties. An array of informal and formal services have been mobilized to allow people to fulfill their duties to work and family. Based on surveys conducted in Hong Kong and Taiwan in late 2009, this paper investigated F/WC and life satisfaction. Specifically, it examined changing life aspirations, both material and non‐material, as predictors of F/WC and life satisfaction. The surveys found that respondents had high aspirations for both their family and their work, and for both material and non‐material assets, and that they experienced high‐level F/WC. Based on the statistical analysis, we argue that minimizing the interference of family life on work and emphasizing non‐material life aspirations could promote better life satisfaction.     

Pathways from workplace flexibility to turnover intention: Role of work–family conflict,family–work conflict,and job satisfaction

This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low‐wage workers in South Korea. Participants included 250 low‐wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low‐wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.     

Job Satisfaction in Public and Private Schools: Competition is Key

Should the public sector become more like the private sector? This is a key question in debates about public management. However, the public/private distinction includes many elements. Two of these are ownership and competition. These aspects are not always sorted out empirically. Another challenge is that dissimilar functional areas are studied which makes it difficult to isolate effects of privatization as such. We respond to these challenges by carrying out an empirical analysis of job satisfaction among teachers who teach Danish to immigrants. The teachers work in comparable schools, carry out the same task, and are subject to the same performance management system, but some of the schools are public, some are private, and some have been subject to competitive tendering. We demonstrate that competition has a greater impact than ownership upon job satisfaction. We also show that one of the key mechanisms which translate competition into reduced job satisfaction relates to changing relations between managers and employees. Advocates and opponents of privatization alike should pay more attention to specific aspects and mechanisms related to privatization, in particular the element of competition.     

Work, family and intentions to withdraw from the workplace

In this article, municipal workers' experience of the relationship between family and work in Finland is analysed. The relationship between the reconciliation of family life and work, and intentions to change jobs or industry or to withdraw from work, are also investigated. Results show that the negative effect of work on family life is more common than the spillover effect of family life on work. Demanding jobs, job insecurity, working as a supervisor, having children, being a single parent, and having informal care responsibilities were found to be risk factors for the challenge of reconciling work and family. Difficulties in reconciling work and family were found to be connected to plans to change jobs or industry and intentions to withdraw from work. It can be concluded that the work−family relationship is an important determinant of the supply of labour.     

The Effects of Perceived Frequency of Organizational Change on Role Clarity and Job Satisfaction of Public Sector Employees

ABSTRACT

The purpose of this study was to determine the effects of organizational change upon role clarity and job satisfaction for a sample of 580 public sector employees. This study introduces a previously untested variable, perceived frequency of organizational change into the relationship between role clarity and job satisfaction. Findings provided support for the negative impact of lack of role clarity and job satisfaction. Public sector employees appeared to prefer low frequency of change and high role clarity in their work situations.