工作满意度

词组短语

job satisfaction

与工作满意度相关的网络例句 [注：此内容来源于网络，仅供参考]

And the factors which impact the job involvement are psychological, career development, interpersonal relations and the pay and benefits. We can improve the juvenile football coacher's job satisfaction to raise their job involvement.

三、我国优秀青少年足球教练员工作满意度与工作投入之间存在显著的正相关，且心理感受、职业发展、人际关系和薪资福利是影响工作投入的主要因素，可以通过提高我国青少年足球教练员的工作满意度来提高他们的工作投入。

Excluding the influence of the demology variables, the effect of job satisfaction on organizational commitment was done, which indicated satisfaction had significant predictive effects on commitment; recognizing, reward, respect , participating decision-making, total satisfaction had significant predictive effects on affective commitment; growth and development, work relationship had significant predictive effects on continuance commitment; recognizing and total satisfaction had significant predictive effects on normative commitment.

在排除人口统计学变量的影响下，工作满意度对情感承诺、持续承诺、规范承诺都有显著的影响作用：工作认可度、报酬、尊重、参与决策、整体满意度对情感承诺有显著的预测力；成长与发展和工作关系这两个因素对持续承诺有显著的预测力；工作认可度和整体满意度对规范承诺有显著的预测力。

On admission and dischargement, depressive symptoms were assessed with the hamilton depression scale and measurements made for the prehension of health education knowledge, compliance, satisfaction to nursing service with the questionnaire on health knowledge understanding, morisy questionnaire on compliance and the nurses' job satisfaction scale.

于入院时和出院时采用汉密顿抑郁量表评定抑郁症状，健康知识知晓量表、依从性调查问卷、护理工作满意度调查问卷分别测评患者对健康教育知识掌握的情况、对治疗的依从性和对护理工作满意度，并进行对比分析。

Firstly,we describe scores of each variable of the sample and test the reliability and validity of those questionnaires.Second,use the factor analysis for the raw data pretreatment and the multiple regression analysis is used to get the determinant factor and the importance of job satisfaction of the staff.Last,we test the relationship between the globe job satisfaction and the tendency of demission.

首先检验样本的信度和效度并针对样本在问卷各题得分情况进行描述性分析；其次运用因子分析方法进行数据预处理；最后以多元回归方法来分析H企业员工满意度的影响因素及其显著性，不同变量的各个岗位员工的满意度比较分析，使用方差分析来探讨员工工作满意度与流失倾向之间的关系。

2There are differences between China's best young football coaches in terms of age, seniority, education, marriage, coaches level, nature of work, the nature of work units, regions, eat. In which older and younger age with higher satisfaction, which is into "U" type ;In seniority, the lower academic qualifications, the higher job satisfaction, showing the antigrowth trend. Level in the coaches, the higher the level on the career identity and career development with lower satisfaction, and other dimensioned showed positive growth. In marriage, unmarried outstanding youth football coaches have higher satisfaction in career identity dimensions. In the nature of the work, the coaches satisfaction is higher, but the degree of salary is lower. Nature in the workplace, the youth football coaches in large-scale enterprises outstanding football club are with higher satisfaction. At the district level, the developed coastal regions are with higher job satisfaction, the old industrial base in the northeast have lower job satisfaction in the work environment and salary degrees. regard to remuneration, salaries in 2000-3000or more than 5000 outstanding young football coaches have higher job satisfaction in the current, but salaries in 3000-4000 or 4000-5000 outstanding football coaches, the job satisfaction is slightly lower三、There is significant positive correlation between job satisfaction and job involvement of China's best young football coaches.

其中年龄较大和年龄较小者的满意度较高，满意度成呈&U&型；在教龄方面，工作年限较少的优秀青少年足球教练员的满意度较高；在学历方面，学历越低，工作满意度越高，呈反增长趋势；在教练员级别方面，级别越高者对职业认同和职业发展的满意度较低，其他维度呈正增长；在婚姻方面，未婚的优秀青少年足球教练员有较高的工作满意度，但已婚优秀青少年足球教练员对职业认同维度有较高的满意度；在工作性质方面，主教练的的满意度较高，但在薪资福利维度上的满意度较低；在工作单位性质方面，大型企业足球俱乐部的优秀青少年足球教练员拥有较高的满意度；在地区方面，沿海发达地区的工作满意度水平较高，东北老工业基地的工作满意度水平在工作环境和薪资福利维度的满意度水平较低；在薪酬方面，薪酬在2000-3000和5000以上的优秀青少年足球教练员对目前的工作满意度较高，而薪酬在3000-4000和4000-5000的优秀青少年足球教练员的工作满意度略低。

The results indicate that role conflict and role ambiguity have negative influence on job satisfaction, knowledge sharing have positive influence on it but faintish comparatively.

结果表明角色冲突和角色模糊对工作满意度有消极影响，知识共享对工作满意度有积极影响，但相对来说较弱。

This paper has been selected three colleges include Anqing Teachers College, Fuyang Normal college and Huaibei Cole Coal Industry Teachers College in Anhui Province as a sample, on the basis of performance management and satisfaction research'results, according to the attitude of the worker with a professional appraisal practice and the performance management experts, scholars, designed the investigable questionnaire on the local colleges performance appraisal satisfaction , ins pected satisfaction conditions.

本文选取了安徽省安庆市、阜阳市、淮北市三个地方高等师范院校作为样本，在已有研究的基础上，根据绩效管理研究成果和工作满意度研究成果，结合了专业从事考核工作的人力资源管理从业者的意见，以及绩效管理方面专家、学者的意见，设计了地方高师院校绩效考核满意度调查问卷。

The research has been collated on the basis of the literature, Laiyang senior vocational school teachers to study.

本研究在整理已有研究文献的基础上，以莱阳高级职业学校的教师为研究对象，通过自编的《中等职业学校教师工作满意度调查问卷》对其工作满意度进行调查研究，以了解莱阳高级职业学校教师工作满意度的状况，确定影响工作满意度的因素，提出改进管理的意见，进一步增强对中等职业学校教师管理的针对性和有效性。

It is acceptable because its Cronbach Alpha coefficient reliability is as high as 0.974,and its content validity,construct validity and criterion-related validity are all acceptable.

该量表具有较高的信度和效度，在本研究的测量中Cronbachα信度系数为0.974，内容效度、结构效度和效标关联效度的相关系数均达到了可接受水平，是一个可接受的工作满意度量表。2、我省基层地税局公务员的总体工作满意度和各维度的满意度均处于基本满意层次。

The methods used are time and motion study by using stopwatch, participated observation, in-depth interview, Delphi.

然而，本研究欲探讨旅馆房务部人力资源的运用及管理，因此针对一家个案观光旅馆之房务员的洁房作业进行动作与时间研究，将所测量所得的时间视为工作绩效之一，目的在於制定洁房的标准时间及标准作业流程，并深入探讨影响房务员洁房时间的因素，同时本研究也想了解房务员之工作满意度及服务态度与其洁房时间的关系，因此本研究亦采用参与观察及深度访谈来搜集个案房务员对工作满意度与服务态度之质化资料，同时运用专家意见法来评量个案房务员之工作绩效，藉以探讨个案房务员之工作满意度、服务态度与工作绩效之间的关系。

与工作满意度相关的网络解释 [注：此内容来源于网络，仅供参考]

Absenteeism：缺勤

或更好 的努力 更高或更低的 组织承诺 离职 缺勤 迟到 偷懒 偷窃图 2 绩效-满意-努力回路 2.6.2 工作满意度与工作退行行为 工作退行行为(withdrawal behaviors)主要包括缺勤(absenteeism)和离职 (turnover)等行为 2.一些研究表明,

Job Involvement：工作投入

Brown3 (1996)通过元分析发现,内源性工作满意度与工作投入(job involvement)之间有较强的联系,而外源性工作满意度与工作投入之间 的联系相对较弱. 用心专注 服务专业 一览英才网 江苏企业招聘专家, 江苏企业招聘专家,

Job Satisfaction：工作满意度

工作满意度(job satisfaction)使员工对自己工作喜欢或不喜欢的感情和情绪. 工作满意度是一种情感态度--对某物相对喜欢或厌恶的感情. 这种同工作有关的满意感与员工态度的其他两个要素之间有着重大的不同. 同一个员工可能对她的员工有着理智的反应,

Job descriptions and job satisfaction：职位描述和职位满意度

> Staff development and training 员工发展和培训 | > Job descriptions and job satisfaction 职位描述和职位满意度 | > Letters of enquiry and applications 工作申请

motivator：激励因素

(参见第426页的图表16.2 )(3)激励因素(Motivator)是指能够增加工作满意度进而产生激励的因素,包括成就、认可、责任、进步等与工作内容相关的内在因素或工作本身的一些内容.

motivator：动力

马斯洛关于缺失性层面渐进满足的最近发展区产生最强烈行为动机的观点,对学习内容的排序有引导作用;二是赫兹贝格(Herzberg)理论,核心为动力(Motivator)一保健(Hygiene)论 (双要素论),包括促进工作满意度的绩效、认可、内容、责任、晋升和前景等动力要素,

participative management：参与管理

在不同的文化环境中,参与管理(participative management)的落实过程会有何差异?所面对的困境与可能的解决方案为何?在公务体系、私部门与第三部门中,参与管理的实行方式或实行策略有何不同?公务体系如何透过参与管理来增强员工或部属的工作满意度与工作的绩效表现?

Reality shock：现实冲击

具体表现为:传统的招聘方法可能会增加员工在实际工作中"现实冲击"(Reality Shock)发生的可能性. "现实冲击"指的是期望与现实不相符合时所造成的一种心理上的失落感和挫折感. 这会导致新员工工作积极性下降、工作不满意度上升以及工作绩效下降,

retention：保持力

Oliver等人进行的元分析研究表明,团队凝聚力与很多重要指标,如团队/个人作业绩效,工作/军队满意度,保持力(retention)和福利(well-being)有正相关,与违纪行为(indiscipline)负相关[17].

salary：薪酬

」综合整项调查,薪酬(Salary)在「决定工作满意度因素」一栏中,均连续三季排列首位. 不过,随着经济逆转,员工在评估工作满意度时,已趋向把工作稳定性(Job Security)视为最关切的因素(见图二),这发现更涉及不同职级,