Child welfare clients and school satisfaction

Despite long-standing knowledge about child welfare clients' poor educational outcomes, we know less about these vulnerable young people's situation in school. This article addresses school satisfaction among upper secondary students who have been in contact with the child welfare services. These child welfare clients' school satisfaction is compared with their peers' satisfaction. The results from a survey indicated that the majority of child welfare clients were satisfied with school but that they were less satisfied with school than were their peers. The results showed that the association between school satisfaction and positive school experiences explains a large part of this difference. Among students who reported they were doing well in school, had supportive teachers and friends at school, the difference in school satisfaction between child welfare clients and others was small. Among students who did not report similar positive experiences in school, difference in school satisfaction between child welfare clients and their peers was more substantial. These results show that school can be a good place for child welfare clients, but that facilitating support from teachers, increasing opportunities for making friends at school, and working to develop the child welfare clients' academic performances are important as efforts to improve school satisfaction.     

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。     

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.     

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.