北京高端金融人才发展环境满意度及其影响因素分析 ——基于北京市490位高端金融人才的调查数据

通过分析2017年北京市金融行业490位高端金融人才的横截面调查数据,测算北京市高端金融人才对北京发展环境的满意度,并对满意度影响因素进行解读。结果显示,北京市高端金融人才对北京发展环境的满意度为中等水平(3. 2281分,满分5分),发展环境中最为满意的是经济发展环境,最不满意的是生态文明发展环境,影响发展环境满意度的最主要因素是工作收入水平因素和经济影响力相关因素。     

大学生的经济取向

本文所说的经济取向指的是人们在经济方面表现出的能力与禀赋、他们对经济活动的看法,以及实现自己经济价值观的手段与方法等.在本文的研究中提示了大学生之间经济活动取向的信息互动作用,以及大学生的经济活动与社会经济生活的各种指标之间的关系.在此基础上可以分析出一些潜在的和多变的因素,而这些因素会对青年经济状况的满意度产生一定的影响.     

工作满意度的研究现状述评

工作满意度最早的概念起源于梅奥主持的霍桑试验,关于工作满意度的内涵界定包括综合性定义、期望差距定义、参考架构性定义三种;研究的基础理论主要有需要层次理论、公平理论、双因素理论和期望理论等;常用的量表有工作满意调查、工作描述量表、明尼苏达满意度量表、工作诊断调查、工作总体调查等;综合工作满意度影响因素的研究成果,主要有年龄、性别、薪酬、婚姻、学历、工龄、职位等。     

增强机关干部执行力的对策探析

机关干部执行力就是指机关干部执行指令并达到预期目标的能力。本文通过对有关执行力理论的再学习和研究,提出机关干部执行力的定义、特性和评判要素;通过问卷调查、座谈讨论等形式,对当前机关干部的执行力若干相关问题进行较深入的调查研究和评价、分析;结合机关工作实际,探讨并提出增强机关干部执行力的有效途径。     

北京公众对食品安全的满意程度及影响因素分析

公众对食品安全的满意度反映了公众对当前食品安全客观状况的主观认定,是一个重要的食品安全指标。本文根据社会调查结果,分析了当前北京公众对食品安全的满意程度及其影响因素。研究发现,影响食品安全满意度的因素包括公众对政府和科学家的信任、食品安全事件的相关经验、对食品安全事件的风险感知、教育水平等。     

拒绝“躺平”：新时代青年价值观的现况调查与引导路径——基于三省一市1539名青年的实证调研

国际局势大变革、国内思想文化交锋以及新时代青年自身特殊性对新时代青年价值观引导提出新的要求。调查发现,新时代青年广泛树立起了正确的政治价值观、科学的社会道德观以及具有广阔发展前景的个人目标,但同时也在践行社会主义核心价值观、兼顾个体与集体利益、建立理性生活观念等方面存在一定问题。针对调查中我国青年价值观存在的问题,相关部门应坚持建章立制,加大社会支持力度,深入研究新时代青年的学习生活特点,进行立体化的青年价值观引导。     

基于收入满意度视角下的辅导员队伍职业道德教育研究——以广东东莞地区高校辅导员为例

通过对广东省东莞市6所高校159名辅导员的问卷调查,结果表明：辅导员的收入满意度与其工作满意度的相关程度非常显著。基于这一结果,以收入满意度为视角,以影响收入满意度的因素为切入点进一步研究表明：辅导员的月均收入与其收入满意度的相关程度非常显著;辅导员编制情况、学校属性、行政级别与其收入满意度的相关程度显著;而辅导员是否专职、从事辅导员工作年限与其收入满意度均不存在相关性。     

和谐社会视野下的当代青年社会主义核心价值体系的构建

与20世纪80年代末的青年相比,当代青年对价值观发生了很大变化,通过对当代青年价值观现状及成因分析,指出青年社会主义核心价值观构建是从容应对国内外复杂环境、应对激烈国际竞争给我们带来的严峻挑战的需要,对整个社会起着示范作用和带动作用,是实现中华民族伟大复兴的必然要求。并提出用社会主义核心价值体系对青年进行价值观教育的策略。青年社会主义核心价值观形成,是构建社会主义和谐社会的思想基础和前提。     

职业倦怠与公共政策调整——基于80后青年员工的实证分析

随着80后青年员工工作时间的增长,各种问题也不断浮现,其中尤为值得关注的是80后青年员工的职业倦怠问题.本文通过问卷调查发现80后青年员工职业倦怠比较严重,经过对数据进行相关分析,发现工作压力、工作自主性、工作挑战性和成就感、人际关系、职业发展及薪酬6个因素是产生职业倦怠的主要因素,它们能较好的预测职业倦怠的产生.我们据此提出公共政策的调整建议.     

国外高校核心价值观教育的经验与启示——以美国为例

美国高校在核心价值观教育上取得一定的经验:通过课程传授加强核心价值观教育;通过环境熏染渗透核心价值观教育;通过课外活动进行核心价值观教育;学校与家庭、社区协作实施核心价值观教育。其对我们的重要启示是:重视显性课程和隐性课程的有机结合;综合运用各种价值观教育的方法;积极引导青年学生投入社会实践;构建学校与家庭、社区"三位一体"的综合化教育网络。     

The Role of Assertiveness in Clarifying Roles and Strengthening Job Satisfaction of Social Workers in Multidisciplinary Mental Health Settings

Correspondence to Dr Claire Rabin, Tel Aviv University, Bob Shapell School of Social Work, Ramat Aviv, 69 978, Tel Aviv, POB 390470, Israel. Summary Eighty-seven social workers, working in nine different mentalhealth settings, were administered four questionnaires tappingthe following variables: assertiveness in daily life; assertivenessin the job setting; role clarity; and job satisfaction. Stepwiseregression analysis showed assertiveness in the job settingto be strongly correlated with role clarity. Assertiveness indaily life was also significantly correlated with role clarity.Assertiveness in the work setting was significantly correlatedwith job satisfaction, although it was riot as powerful a predictorof satisfaction as of role clarity. Number of years of job experiencewas the most powerful predictor of job satisfaction. The implications for social work training and supervision aredescribed in light of the importance of assertive communicationin maintaining job clarity and job satisfaction within multidisciplinarysettings.     

Prisoners of Love? Job Satisfaction in Care Work

Previous research has established that paid care work is typically undertaken by women and that this work is often poorly rewarded in terms of pay and promotion opportunities. Much less is known about the reasons why women enter these jobs or their experiences of this work. This paper examines the motivations and experiences of two groups of care workers: childcare workers and dental assistants in Queensland in 2009 (N=1,767). We examine intrinsic, extrinsic and overall job satisfaction and the effects of job characteristics, work experience and demographic characteristics on job satisfaction. We find that childcare workers are less satisfied with their jobs than dental assistants on all three measures, despite a greater proportion nominating intrinsic reasons for entering the occupation. The most important factors predicting job satisfaction for both groups are day‐to‐day work experiences such as control over weekly rosters and entitlements that enable work‐family balance. We conclude that although love of the job may be a strong drawcard into care occupations for some women, experiences may not live up to expectations. Moreover, there is considerable diversity across these groups in motivations and outcomes indicating that it is impossible to view all care occupations as similar in terms rewards, outcomes and experiences.     

Improving the working environment for workers in children's welfare agencies

The working environment and workplace ecology of children's welfare agencies is important to the quality of their service provision. In the past, restructuring and professional development and training have been standard responses to changing needs and demands on children's services but have generally failed to improve the working environment. This research argues that concrete strategies can be developed from a detailed understanding of significant factors impacting on workers' satisfaction and morale. The specific stresses and rewards impacting on workers in three children's welfare services in Australia were investigated over a 12-month period to obtain preliminary information for the formulation of strategies likely to improve satisfaction and morale. The participating organizations were of different size, organizational structure, responsibilities and philosophy. Most factors identified in the study applied across the different organizations. Using a combination of journal writing, recording of critical incidents, relationship mapping and workshops, child welfare workers documented their day-to-day work experiences, outstanding events and networking activities. The narrative data were analysed using force field analysis and quasi-stationary equilibrium analysis based on a categorical framework of individual, team, organizational and political factors. Job satisfaction was strongly linked to intrinsic aspects of the work itself, that is, achieving outcomes for clients. Dissatisfaction with the job was strongly linked to organizational constraints, and strong team identification counterbalanced constraints. Largely unmentioned were political issues, professional practices and ideological and religious beliefs that undoubtedly impacted on practice. This research suggests some concrete steps to enhancing the quality of workplaces in children's welfare services.     

The Volunteer Satisfaction Index

Abstract

This study proposes and tests the Volunteer Satisfaction Index (VSI), a multi-faceted measure of job satisfaction specifically applicable to organizations which rely predominantly upon volunteer workers. Working within a framework differentiating paid from unpaid work environments, relevant literature was reviewed in order to develop the VSI. Using intent to remain as the dependent variable, the validity of the VSI was tested using a population of 327 volunteers. Factor analysis yielded four dimensions of volunteer job satisfaction: organizational support, participation efficacy, empowerment, and group integration. Regression results indicated that participation efficacy and group integration were significantly correlated with volunteer satisfaction and are predictors of intent to remain. Reliability and validity of the VSI were supported.     

Job satisfaction in Cascadia: A comparison of British Columbia,Oregon, and Washington civil servants

Canada and the USA share a common cultural source in the British Empire, yet within shared democratic traditions, very different political structures, policy processes, and values have been identified. Canada is seen as having a more deferential culture more supportive of government while Americans have been argued to be more individualistic and cynical about the role of government in society. Using a political culture framework, this study examines the degree to which Canadian and U.S. civil servants perceive societal respect for their public sector jobs, and the impact of those perceptions on individual job satisfaction. It is argued that if civil servants feel more valued by society, they are more likely to have higher levels of public service motivation, which then contributes to higher levels of individual job satisfaction. This study employs surveys of Oregon, Washington and British Columbian civil servants conducted in 2011 and 2012 to investigate this relationship. Findings suggest that British Columbian civil servants feel more valued by society when compared to Oregon and Washington civil servants, and these perceptions of positive societal support are associated with higher levels of individual job satisfaction.     

Effects of Community,Family, and Home Variables on Job Satisfaction

Research in industry has suggested that motivation and job satisfaction are influenced by various aspects of work activity and work environment. Family background and community characteristics have been thought to have some relevance. In the present research an attempt was made to find out: (1) the significance of relevant community variables, (2) the importance of family and home variables, and (3) their intra as well as interaction effects on job satisfaction in industry. Community, family and home variables were found to correlate highly with job satisfaction, particularly those latter factors dealing with the employees' personal life.     

Job satisfaction and ‘welfare‐to‐work‘: is any job a good job for Australian single mothers?

This exploratory study sought to assess the job satisfaction of employed Australian single mothers who had mandatory employment participation requirements. In particular, we sought to identify the characteristics of the job and the individual that were closely associated with participant's job satisfaction. Self‐report data on job satisfaction, employment characteristics and parenting stress were collected from 155 employed single mothers. Participant job satisfaction was compared to female Australian population norms and linear regression analyses determined the job‐related and individual predictors of single mothers' job satisfaction. Findings from this exploratory study revealed that single mothers involved in a mandatory welfare‐to‐work program experienced significantly lower job satisfaction than the Australian female population. The individual variable, parental distress, negatively predicted each of the six job satisfaction domains while being employed on a casual basis was inversely associated with three domains (job security, work hours and overall job satisfaction). The Australian government purported that making the transition from welfare to work would improve wellbeing for program participants, under the assumption that ‘any job's a good job‘. However, the relatively low levels of job satisfaction experienced by single mothers in the current study provide little support for this assumption.     

Organizational Changes and Job Satisfaction among Support Staff

ABSTRACT

The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their job but also dissatisfied with some others, scoring an average job satisfaction amongst the participating groups. Factors such as good relations with colleagues, training opportunities, and work flexibility were identified to assist with increasing worker satisfaction. Further suggestions for enhancing employees’ job satisfaction are provided.     

Occupational Stress and Psychological Well-Being in Emergency Services

Sources of occupational stress and their impact on job satisfaction and psychological well-being were examined in a questionnaire survey of 617 Malaysian firefighters. The role of coping strategies and work motivation as moderating factors were also tested. Sources of occupational stress had significant reverse correlations with job satisfaction and well-being. The hierarchical regression analysis was used to examine the moderating effect of work motivation and coping strategies on job satisfaction and psychological well-being. The result suggested that coping strategies and work motivation are one of the potential moderating variables between sources of stress and job satisfaction.