西部地区幼儿教师“国培”满意度与影响因素分析——以重庆市某国培班为例

以重庆市部分参与西部地区幼儿教师脱产置换学员为调查对象,分别调查了学员对培训课程实现自己专业理念与师德、专业知识、专业能力发展的满意度。结果发现各方对“幼儿教师国培”项目目的的理解、承办“国培”单位的管理能力和参与培训幼儿教师的主观态度是影响幼儿教师国培项目满意度的主要影响因素。     

农户对用水协会满意度评估——基于群组层次分析法和模糊综合评价法

在构建用水协会满意度综合评价指标体系的基础上,基于江西省307户农户调查数据,运用群组层次分析法和模糊评价法综合评价用水协会的满意度。研究发现,农户对用水协会满意度评价综合得分为3.00,即"基本满意",其中,用水管理、社会效益得分最高,均为3.07,经济效益得分最低,只为2.91。基于此,还利用象限图进一步探究各准则层的满意度及其重要性,结果表明,用水管理是提高农户对用水协会满意度的主要因素,而灌溉服务质量是阻碍其对用水协会满意度提高的主要原因。     

某三甲医院员工满意度现状分析研究

目的:通过医院员工满意度现状调查,针对问题提出对策,提高员工满意度,改善医疗服务质量,为医院提高员工满意度提供决策依据。方法:采用满意度问卷调查表收集数据,采用SPSS20.0软件进行统计分析。结果:员工满意度总体情况接近比较满意水平;影响因素有工作岗位、学历水平、专业技术职称等方面。结论:医院应当关注员工满意情绪管理,建立员工满意度调查制度,关注不同影响因素和不同群体差异,以提高员工工作满意度。     

学生公平感对学生满意度的影响研究

高校在开展学生工作中注重培养大学生的公平感,有利于进一步了解学生的各项需求,提高工作的针对性,切实提高学生对学生工作的满意度,实现高校全面培养人才的目标.本研究通过对高校学生工作中,学生公平感对学生满意度影响的实证分析,得知在高校学生工作中,学生公平感的四个维度对学生满意度均有正向影响,其中,人际公平对学生满意度的影响最大,程序公平次之,结果公平和信息公平最小.文章依据研究结果提出了提高学生公平感的对策建议.     

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.     

影响重庆市居民食品安全满意度因素分析

采用问卷调查方式获得重庆市居民对食品安全问题的满意程度的第一手数据,然后运用探索性因子分析和构建结构方程模型,得到影响居民食品安全满意度内在因素之间的相关系数,从而为食品安全管理部门对食品卫生安全进行科学决策提供理论依据。     

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.     

Factors associated with midwives’ job satisfaction and experience of work: a cross-sectional survey of midwives in a tertiary maternity hospital in Melbourne,Australia

BackgroundSignificant factors affecting the Australian maternity care context include an ageing, predominantly part-time midwifery workforce, increasingly medicalised maternity care, and women with more complex health/social needs. This results in challenges for the maternity care system. There is a lack of understanding of midwives’ experiences and job satisfaction in this context.AimTo explore factors affecting Australian midwives’ job satisfaction and experience of work.MethodsIn 2017 an online cross-sectional questionnaire was used to survey midwives employed in a tertiary hospital. Data collected included characteristics, work roles, hours, midwives’ views and experiences of their job. The Midwifery Process Questionnaire was used to measure midwives’ satisfaction in four domains: Professional Satisfaction, Professional Support, Client Interaction and Professional Development. Data were analysed as a whole, then univariate and multivariate logistic regression analyses conducted to explore any associations between each domain, participant characteristics and other relevant factors.FindingsThe overall survey response rate was 73% (302/411), with 96% (255/266) of permanently employed midwives responding. About half (53%) had a negative attitude about their Professional Support and Client Interaction (49%), and 21% felt negatively about Professional Development. The majority felt positively regarding Professional Satisfaction (85%). The main factors that impacted midwives’ satisfaction was inadequate acknowledgment from the organisation and needing more support to fulfil their current role.ConclusionFocus on leadership and mentorship around appropriate acknowledgement and support may impact positively on midwives’ satisfaction and experiences of work. A larger study could explore how widespread these findings are in the Australian maternity care setting.     

生计策略对农村留守妇女婚姻满意度的影响①——性生活质量的调节作用

构建性生活质量调节下的生计策略对婚姻满意度影响分析框架,利用安徽巢湖问卷调查数据,本文以非留守妇女和准留守妇女为参照,描述了农村留守妇女的生计策略、性生活质量和婚姻满意度现状,并采用有序回归方法对生计策略和性生活质量对婚姻满意度的影响进行了分析。结果表明：家庭再生产策略对非留守妇女婚姻满意度有显著的积极影响;工资性工作和家庭再生产策略对准留守妇女婚姻满意度有显著的消极影响;农业生产策略对留守妇女婚姻满意度有显著的积极影响,家庭经营和工资性工作策略则对留守妇女婚姻满意度有显著消极影响。此外,性生活质量不仅本身对非留守妇女和留守妇女的婚姻满意度有较强的促进作用,同时也在生计策略对婚姻满意度的影响过程中发挥不同的调节作用。上述发现对提高农村留守妇女婚姻福利有重要启示。     

基于结构方程的内工大普研教育满意度研究

随着我国高等教育的普及,研究生教育日益重要,对在读研究生的满意度进行研究也就具有实际意义。本文以顾客满意度作为出发点,结合结构方程模型的工具,对高校普研教育满意度设立模型,通过不断修正,最终形成五个潜变量和十五个测量变量的理论模型,并对模型进行实证分析,通过模型的拟合度检验了模型与数据的合理性,以期为我校改善普研教育机制提供理论依据。