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论文作者:www.51lunwen.org论文属性:本科毕业论文 Thesis登出时间:2016-01-07编辑:carrie2点击率:14543
论文字数:2853论文编号:org201601051405267301语种:英语 English地区:中国价格:免费论文
摘要:本研究试图探讨公平程序,影响职业培训的团体精神(团队精神),通过调查来收集对员工的工作满意度和工作透明度的数据。使用一个定量的调查。
Independent variable Esprit de corps (team spirit) is individual category phenomenon which is based upon feelings and beliefs that the employee holds about the group. Boyt., Lusch,. and Mejza, (2005) argue that team is composed of group of people who collectively depend on each other's work as in shape of team to reach a common objective that acts as biding force for the team. Team spirit improves the ability of individuals to work together and boosts morale. In fact, team spirit is made up of eagerly shared feelings, beliefs and values about group membership and performance (Boyt,. Lusch,. & Naylor., 2001).
Independent variable job clarity refers to the level to which job tasks and rules affecting how to perform them are clearly communicated to employees. According to Kim (2009) job clarity is the degree to which desired responsibilities and expectations of jobs are made clear to employee. In other way job clarity is a construct that moves in hand to hand with employee performance and likely to enhance organization performance (Locke and Latham, 2002). Sawyer (1992) broke role clarity into goal clarity, and understanding of the expectations associated with a role, and process clarity, an understanding of the activities that fulfill role expectations.
Dependent variable employee job satisfaction refers to the importance of job satisfaction. Research by Herzberg (1968) demonstrated that a worker's motivation to do excellent work is not tied to pay or benefits. Instead, Herzberg found that motivation is the result of having interesting, challenging work that allows an employee to achieve and to feel recognized. Research by Riketta (2008) exemplifies more recent studies that confirm a direct, causal relationship between work performance and factors such as satisfaction, motivation, and a positive attitude.
Employee job satisfaction
The retention of key employees remains a critical issue for organizations. Firms have become increasingly dependent on their top talent to be successful in adapting to market changes; however, these same market changes may simultaneously result in job dissatisfaction among key employees. Theories of employee turnover have long suggested that job satisfaction plays an important role in the processes leading to turnover (Boswell, Boudreau, & Tichy, 2005; Hom & Griffeth, 1995; Lee, Mitchell, Holtom, & McDaniel, 1999; Lee, Mitchell, Wise, & Fireman, 1996; Mobley, 1982; Steel, 2002; Steers & Mowday, 1981).It is widely used in the domain of human resources development where believed that employee reports satisfaction with intrinsic and extrinsic features of job (Chang, 1999).
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