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.     

On tie breaking in competitive location under binary customer behavior

Ties in customer facility choice may occur when the customer selects the facility with maximum utility to be served. In the location literature ties in maximum utility are broken by assigning a fixed proportion of the customer demand to the facilities with maximum utility which are owned by the entering firm. This tie breaking rule does not take into account the number of tied facilities of both the entering firm and its competitors. In this paper we introduce a more realistic tie breaking rule which assigns a variable proportion of customer demand to the entering firm depending on the number of tied facilities. We present a general framework in which optimal locations for the old and the new tie breaking rules can be obtained through Integer Linear Programming formulations of the corresponding location models. The optimal locations are obtained for the old tie breaking rule for different values of the fixed proportion and a comparison with the results obtained for the new tie breaking rule is drawn with data of Spanish municipalities in a variety of scenarios. Finally, some conclusions are presented.     

以顾客为导向的战略模式及实践启示

作者通过与以竞争为导向和以资源为导向的企业战略的比较,指出以顾客为导向、以价值为中心的战略模式是企业保持竞争优势的根本途径。作者还探讨了企业在实践顾客价值理念中出现的误区及其危害和根源,分析了顾客价值创新的战略逻辑与运作途径。     

商品市场竞争力及其与产品档次等级之区别剖析

商品市场竞争力是企业综合素质和核心竞争力的最终体现 ,它受到顾客主观评价的影响 ,因而不是生产者单方面能够一相情愿决定得了的。“顾客让渡价值 (customerdeliveredvalue)”概念反映了顾客价值和顾客成本两个方面 ,可以对商品的市场竞争力进行一定程度的描述 ,但由于其采用的是绝对值而非相对值 ,很难衡量小件低价物品或大件昂贵商品各自的与同类商品进行市场竞争的竞争能力。本文提出商品市场能量系数 (Ime -IndexofMar ket-energy)的概念 ,将之定义为顾客价值 (customervalue)与顾客成本 (customercost)的比值 ,用以衡量商品市场竞争力 ,并按照 (Ime)数值的不同 ,将商品区分为三个层次 :超值品、等值品及劣值品。“产品档次”的划定或档次归属的类分 ,很大程度上由生产者赋予 ,并往往被厂家作为产品定价的主要依据。如果厂家对其产品的档次类分正好匹配了顾客对该产品 (进入市场后则成为商品 )的评价———“顾客价值” ,可以说厂家就有了最大限度地获取高价的可能。     

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.     

顾客价值战略与企业竞争优势

随着市场营销领域“以顾客为导向”思想的建立 ,市场营销理念出现了从顾客满意、顾客忠诚到顾客价值的变化趋势。顾客价值已被视为企业竞争优势的新来源 ,顾客价值战略成为企业发展战略的重要内容。面对科学技术发展的日新月异以及信息产业的高速发展 ,企业必须依从不同的顾客细分和企业自身的核心竞争力 ,选择适宜的顾客价值定位 ,并以此为核心构建支撑体系 ,整合、协调内外部资源 ,发展企业专有技能、资产和信誉 ,向顾客提供独特的、竞争对手难以模仿的价值 ,从而获取持久的竞争和成长优势。     

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。