员工工作满意度调查问卷的有效性及民营企业员工工作满意度影响因素研究

本研究选取我国浙江杭州和广州深圳市各一中型民营企业员工共780人作为被试,采用自编的民营企业员工满意度调查问卷(问卷由8个分量表构成,共61个项目)探查我国民营企业员工的工作满意度情况及其影响因素.结果表明:(1)民营企业员工满意度调查问卷的信度系数r为0.9555,内容效度和结构效度的相关系数均达到了可接受水平,是一个可接受的满意度调查问卷;(2)民营企业员工满意度调查问卷的维度"培训与发展"、"高层管理"、"所在部门"和"客户服务"对员工的满意度具有较大的影响,而"直接主管"、"薪资与福利"和"工作目标与绩效"等对员工满意度几乎没有什么影响;(3)民营企业B(深圳)的员工在所有八个分量表上的工作满意度均显著地满意于民营企业A(杭州)的员工的工作满意度;(4)无论是在总体水平上还是在各个分量表上,男员工的工作满意度均显著地高于女员工的工作满意度;(5)在总体水平上,在企业服务两年以上的员工(下简称为"老员工")的工作满意度显著地高于在企业工作2年以下的员工(下简称为"新员工")的工作满意度.具体地说,老员工在"所在部门"和"高层管理"两个维度上的工作满意度显著地高于新员工,而在"工作目标与绩效"、"直接主管"、"培训与发展"、"薪资与福利"以及"客户服务"等维度上,两者没有显著的差异.

The Validity of Employee's Job Satisfaction Survey Questionnaire and the Influence Factors on the Job Satisfaction from Civilian Enterprise's Employees

This study explored the job satisfaction of Chinese civilian enterprises' employees and the influence factors on it with self-designed Employee Satisfaction Survey Questionnaire for Chinese civilian enterprise and 780 subjects selected from two middle civilian enterprises of Hangzhou and Shenzhen respectively. The survey results indicated that: (1) The questionnaire could be accepted because its Cronbach Alpha coefficient (reliability) r was 0.9555, and its content validity and construct validity were all acceptable; (2) The dimensions "Training and Development", "Top Management", "Department" and "Customer Service" influenced significantly on employees' job satisfaction, but "Direct Supervisor", "Compensation and Benefits" and "Goals and Performance" did not; (3) The employees from company B (Shenzhen) had more satisfied significantly than those from company A (Hangzhou) at all dimensions; (4) Whatever total level or each dimension, males had more satisfied significantly than females; (5) In total, the employees who served above 2 years had more satisfied significantly than those who served under 2 years. In detail, above-2-year employees had more satisfied on the dimensions "Department" and "Top Management", and they two had not had differences at the other dimensions.