摘要:本文是一篇留学生跨国公司工作满意度的相关作业,工作满意度是人力资源管理这门学科最重要的研究领域之一。工作满意度函数的重要的作用就是保证了员工对工作极高的满意度水平。
one places on his self) and general self-efficacy (the belief in one's own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction
TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY)
The motivator-hygiene factors duly resulted from the research of Herzberg,Mausner, and Snyderman in 1959. Herzberg et al (1959) found that respondents in the study identified different things as sources of work satisfaction and called them shop such as fires or motivator factors. On the other hand, Herzberg et al (1959) called a job dissatisfied is all hygiene factors to those things that the respondents identified as sources of dissatisfaction.
a. Job dissatisfied years or hygiene factors: “ the factors associated with jocund text, which are aspects of a person's work setting. That is, job satisfaction is leaned more to real people word than to the nature of the work itself.” Herzberg et al (1959) stated that the factors salary, interpersonal relations, supervision, company policy and administration, and physical working conditions were related to conditions surrounding the job rather than the job itself.
b. Jobs satisfy years or motivator factors: “ the factors related to job content: what people actually do in their work” Herzberg et al (1959) found that the factors of achievement, recognition, the work itself, responsibility, and advancement were highly interrelated and contributed to good feelings about the job. The factors(achievement, recognition, the work itself, responsibility, and advancement) focused on internal disk aspects of the job rather than the context in which the job was performed.
Herzberg extended the work of Maslow and developed a specific duty of job satisfaction.Herzberg conducted a widely reported motivational study on accountants and engineers to investigate what people wanted from their jobs. Herzberg used to the critical incident a matter of obtaining data for analysis. Respondents were asked to describe a time when they felt particularly good about their jobs and a time when they felt particularly bad. Job-related factors were divided into two categories: first-level factors and second-level sectors.
First high-level factors were defined as objective aspects of a particular situation which led to positive or negative perceptions about the job.
Second-level factors were in response to first high-level factors. Second-level factors occurred when the world can subjectively analysed the first-level fact is to deter mined the relationship between a person's value system and attitude toward the job.
Bowen (1980,pp. 13-14) summarised the following first-level factors identified by Herzberg, Mausner, and Snyderman (1965):
recognition-acts of notice, place, or blame supplied by one or more superiors, Pearce, cliques, management persons, clients, and/or did general public.
Achievement-accomplishment of endeavours including instances wherein failures were incurred. Similarly, instances were included wherein neither the success or failure is incurred.
Possibility of growth-whether a change in status was possible irrespective of the fact that the change could we upw
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