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1、工作满意度指标及其相关因素外文翻译 外文翻译Job Satisfaction Indicators and Their Correlates Material Source:American Behavioral scientistAuthor: Stanley E. Seashore Conceptions of job satisfaction until very recently have been largely psychological and individualistic in orientation. Empirical studies have been confined
2、 to local situations or special populations with interpretive purposes reflecting the values of employed individuals or of their managers. However, if job satisfaction measures are to be useful in monitoring the quality of employment on a societal scale, it will be necessary to enlarge the perspecti
3、ve, to invoke some societal and political values, and to begin to treat job satisfaction in the context of a larger array of associated variablesThe measurement of job satisfaction as a social indicator may have three roles: 1 to represent a valued product of society-a component of the psychological
4、 GNP; 2 to provide a monitoring and diagnostic aid for early warning of societal dislocations, policy or program failure, and slowly developing societal changes; and 3 to provide a significant component in the theories and models to be used in the formulation of social policy and programs. Opinions
5、differ on how prominent and how effective job satisfaction measures will be in these three roles. The utility of job satisfaction measures rests on the development of multiple measurement methods that are standardized, suitable for wide use, and capable of detecting population differences and popula
6、tion changes. In addition, the utility rests upon these measures having an agreed conceptual and “real world” reference as well as a known matrix of causal and consequential relationships to other significant variables. Both requirements must be met before convincing proof can be advanced as to the
7、practical utility of job satisfaction measures for anticipating, understanding, and influencing future outcomes of present societal conditionsThese themes provide the structure for this paper. In the next section, we give an overview of the state of the art in the measurement of job satisfaction. Th
8、e section following that provides an approach to organizing, or modeling, the correlates of job satisfaction. The final section suggests some priorities for further research and development. JOB SATISFACTION INDICATORS This section summarizes considerations that bear upon the choice of approaches an
9、d operational methods for measuring job satisfaction. We shall limit the discussion to approaches that rest upon direct inquiry through interview or questionnaire methods to produce data that can be aggregated to provide job satisfaction indicators for variously defined populations. We exclude from
10、discussion: 1 indirect approaches that draw inferences about job satisfaction from presumed causal or consequential phenomena; 2 approaches that are primarily individualistic and diagnostic and, therefore, not usually applicable for generating population indicators; and 3 approaches that have utilit
11、y primarily for empirical and theoretical discovery rather than for population description purposes. We first review the commonly used forms of primary data, then some commonly used derivative job satisfaction indicators. A scheme is presented to guide the evaluation of these several indicators. The
12、se are applied to draw implications for preferred future methods. Throughout the paper, except where noted, we will use the term “job satisfaction” inclusively to refer also to dissatisfaction without intended prejudice whether satisfaction and dissatisfaction are best treated as polar opposites or
13、as two conceptually different variables.PRIMARYDATA By primary data we mean the “raw” responses given by individual respondents to verbal questions or comparable stimuli. There appears to be a fixed roster of basic forms of primary data, even though innumerable variations on these are known. Two kin
14、ds of primary data are distinguished: facet-free and facet-specific. Facet-free primary data are obtained when the respondent is asked to indicate his global satisfaction with his job and job environment without specifying in advance the facets to be considered or how they are to be combined. In eff
15、ect, each respondent provides a net response derived from his own set of facets, weighted or otherwise combined in his own unique fashion, with unstated and unique assumptions not only about the context for evaluation, but also about his own “fit” to the job and its environment, and with the environ
16、mental “reality” defined by his own perceptions and cognitions. Normative, cognitive, and unconscious elements in the evaluation are invited. The stimulus questions are usually phrased or nonverbally displayed with an intent to impose the fewest possible constraints upon his perceptual, cognitive, and evaluative processes. Several complementary stimuli may be used to diversify the unavoidable constraints. Facet-specific prim
