梅州市地方税务局公务员工作满意度的实证研究
|
摘要
在管理学和组织行为学中,工作满意度一直是研究的重点问题。公务员满意度研究对保持公务员队伍稳定性、促进政府和公务员之间的沟通与交流、改进和完善行政部门的服务都有着重要意义。研究梅州市地税系统公务员的工作满意度,既可以为梅州市地税系统人力资源管理提供依据,又有利于提升地税部门行政能力,改善工作绩效,有利于公务员职业发展和激发公务员献身精神,有利于梅州市地税系统公务员的身心健康,同时还是检验公务员制度是否合理的晴雨表。
本文采用了文献分析法、比较研究法、调查问卷法、归纳法等研究方法,通过问卷调查和统计分析,得出影响梅州市地税系统公务员工作满意度的因素主要有六大类:工作本身、工作薪酬、工作环境、个人职业发展、领导管理、团队协作,并根据这六大类因素求得多元线性回归方程,通过分析六大类因素的权重和成因,发现梅州市地税系统公务员在参与管理和影响决策方面、工作薪酬水平及分配方面、发挥个人才能和个人成长进步方面、社会环境方面、合适的工作岗位、具有挑战性工作、工作考核方法等方面满意度不高,通过理论分析,提出了提高梅州市地税系统公务员工作满意度的对策:首先,通过学习培训来提升领导者素质,增强领导艺术,提升领导水平,扩大一般公务员参与管理的权利和范围,增强集体归属感和主人翁责任感;其次,通过建立制度规范本系统工作薪酬,实现薪酬合理和相对公平,同时还要加强公务员个人修养,端正对待工作回报的态度;第三,从组织文化方面着手,加强地税文化建设,营造和谐组织氛围,化社会压力、社会监督为工作动力,在和谐的组织氛围中去实现工作目标;第四,通过实施“能级管理和绩效考核”相结合的科学考核方法,实现考核时间定期化、考核内容全面化、考核方法科学化、考核结果有效化,建立一种干部能上又能下的运作方式,实现公平竞争、良性竞争;第五,通过充分调研,对组织各项工作进行流程再造,根据工作职能合理设计岗位,并允许个人根据实际选择具有不同挑战性的工作,提供适合个人发展的空间;第六,梅州地税系统的各级行政部门必须树立以人为本理念,通过加强工作满意度调查研究,及时掌握本市地税系统公务员的工作满意度现状,通过科学分析寻找到能够从根本上有效提升工作满意度的方法。
In the management science and organization behavior, job satisfaction has been the focus of the study, while the research of civil service job satisfaction is very significant for maintaining the stability of the civil servants, promoting communication and exchanges between the government and civil servants and improving the service of administration. To research the job satisfaction of civil servants in Meizhou local tax system, on one hand, it can not only provide a basis for human resources management in Meizhou local tax system, but also can help to enhance the administrative capacity of local taxation department and improve work performance. On the other hand, it benefits the development of civil servants' career and inspires the civil service dedication, and it is conductive to mental and physical health of civil servants. Meanwhile, it is also a barometer to test if the civil service system is reasonable.
This article uses a serial method, such as literature analysis, comparative research, questionnaire and induction. With the questionnaires and statistical analysis, it draws a conclusion that there are six major categories of affecting the job satisfaction of civil service in Meizhou local tax system. They are the work, the remuneration, work environment, personal career development, leadership management and teamwork. Meanwhile, it solves a multiple linear regression equation according to the six major categories. After analyzing theoretically, it proposes countermeasures to improve the job satisfaction of civil service in Meizhou local tax system. First of all, it could enhance leadership qualities, expand the management rights of civil servants and strengthen the collective sense of belonging and responsibility by training. Secondly, it could achieve the reasonable and fair pay by establishing a system of rules for remuneration. Thirdly, it could create a harmonious organization atmosphere by improving the local tax culture construction. Fourthly, it could achieve assessment time regularly, content overall, methods scientifically and results effectively by carrying out a scientific assessment method which makes a combination of "level management and performance appraisal". Fifthly, it could set reasonable posts and provide a suitable space for personal development by full researching and reengineering the process of the work. Sixthly, it could grasp the job satisfaction of civil servants in Meizhou local tax system by strengthening the research and establishing a people-oriented concept.
本文采用了文献分析法、比较研究法、调查问卷法、归纳法等研究方法,通过问卷调查和统计分析,得出影响梅州市地税系统公务员工作满意度的因素主要有六大类:工作本身、工作薪酬、工作环境、个人职业发展、领导管理、团队协作,并根据这六大类因素求得多元线性回归方程,通过分析六大类因素的权重和成因,发现梅州市地税系统公务员在参与管理和影响决策方面、工作薪酬水平及分配方面、发挥个人才能和个人成长进步方面、社会环境方面、合适的工作岗位、具有挑战性工作、工作考核方法等方面满意度不高,通过理论分析,提出了提高梅州市地税系统公务员工作满意度的对策:首先,通过学习培训来提升领导者素质,增强领导艺术,提升领导水平,扩大一般公务员参与管理的权利和范围,增强集体归属感和主人翁责任感;其次,通过建立制度规范本系统工作薪酬,实现薪酬合理和相对公平,同时还要加强公务员个人修养,端正对待工作回报的态度;第三,从组织文化方面着手,加强地税文化建设,营造和谐组织氛围,化社会压力、社会监督为工作动力,在和谐的组织氛围中去实现工作目标;第四,通过实施“能级管理和绩效考核”相结合的科学考核方法,实现考核时间定期化、考核内容全面化、考核方法科学化、考核结果有效化,建立一种干部能上又能下的运作方式,实现公平竞争、良性竞争;第五,通过充分调研,对组织各项工作进行流程再造,根据工作职能合理设计岗位,并允许个人根据实际选择具有不同挑战性的工作,提供适合个人发展的空间;第六,梅州地税系统的各级行政部门必须树立以人为本理念,通过加强工作满意度调查研究,及时掌握本市地税系统公务员的工作满意度现状,通过科学分析寻找到能够从根本上有效提升工作满意度的方法。
In the management science and organization behavior, job satisfaction has been the focus of the study, while the research of civil service job satisfaction is very significant for maintaining the stability of the civil servants, promoting communication and exchanges between the government and civil servants and improving the service of administration. To research the job satisfaction of civil servants in Meizhou local tax system, on one hand, it can not only provide a basis for human resources management in Meizhou local tax system, but also can help to enhance the administrative capacity of local taxation department and improve work performance. On the other hand, it benefits the development of civil servants' career and inspires the civil service dedication, and it is conductive to mental and physical health of civil servants. Meanwhile, it is also a barometer to test if the civil service system is reasonable.
This article uses a serial method, such as literature analysis, comparative research, questionnaire and induction. With the questionnaires and statistical analysis, it draws a conclusion that there are six major categories of affecting the job satisfaction of civil service in Meizhou local tax system. They are the work, the remuneration, work environment, personal career development, leadership management and teamwork. Meanwhile, it solves a multiple linear regression equation according to the six major categories. After analyzing theoretically, it proposes countermeasures to improve the job satisfaction of civil service in Meizhou local tax system. First of all, it could enhance leadership qualities, expand the management rights of civil servants and strengthen the collective sense of belonging and responsibility by training. Secondly, it could achieve the reasonable and fair pay by establishing a system of rules for remuneration. Thirdly, it could create a harmonious organization atmosphere by improving the local tax culture construction. Fourthly, it could achieve assessment time regularly, content overall, methods scientifically and results effectively by carrying out a scientific assessment method which makes a combination of "level management and performance appraisal". Fifthly, it could set reasonable posts and provide a suitable space for personal development by full researching and reengineering the process of the work. Sixthly, it could grasp the job satisfaction of civil servants in Meizhou local tax system by strengthening the research and establishing a people-oriented concept.
引文
[1]时云.王锐兰.公务员工作满意度研究[J]经济师,2008(7):20-21
[2]Yuan Ting(1997).Determinants of Job Satisfaction of Federal Government Employees[J].Public Personnel Management.Fall 1997;26,3;ABI/INFORM Global.Pg:313-334
[3]《论员工满意度调研与企业可持续发展的相互关系》,http://www.51poll.com/member/news_detail.asp?ne_id=249
[1]H.James Harrington,Business Process Improvement:The Breakthrough Strategy for Total Quality,Productivity,and Competitiveness.New York.NY:McGraw-Hill.(1991).
[2]管理人.HR,《员工的工作满意度在改变》,http://www.chinavalue.net/media/Article.aspx?Articleld=16729
[1]《美国第一银行的5P原则 帮助员工发展事业生涯》,http://www.wzmba.com/Html/?11654.html
[2]《论员工满意度调研与企业可持续发展的相互关系》,http://www.51poll.com/member/news_detail.asp?ne_id=249
[3]《论健康》,http://club.women.sohu.com/r-rztx-112182-0-0-0.html
[1]Hoppock,R.Job satisfaction(M).New York:Harper & Row,1935.
[2](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[3]F.Friedlander.Underlying Sources of Job Satisfaction.Journal of Applied Psychology,1963,
[1]Locke E.A.The Nature and Consequences of Job Satisfaction.Handbook of Industrial and Organizational Psychology.Chicago:Rand-McNally,1976,:1297-1349.
[2]Arnold H J,&Feldman D C.A multivariate analysis of the determinants of job turnover.Journal of Applied Psychology,1982,67:352.
[3](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[4]Orratai Nontapet.Leadership Behaviors of Head Nurses and Job Satisfaction of Staff Nurses.Community.1999,:89-92
[5]Slocum,J,Wm.Croon,R Hansen,S.Rawlings.Business Strategy and The management of the platitude Performer.Academy of Management Journal,1985,(No.28):pp.133-154.
[6]Stephen P.Robbins:《组织行为学精要—全球化的竞争策略(第六版)》,电子工业出版社2002年版,第87页。
[7]Mark C Ellickson.Determinants of job satisfaction of municipal government employees[J].Public Personnel Management,2002,31,3;ABI/INFORM Global.pg:343-357.
[1]Yuan Ting.Determinants of job satisfaction of federal government employees[J].Public Personnel Management,1997,.
[2]Lewis,Gregory B.Pay and Job Satisfaction in the Federal Civil Service(J).Review of Public Personnel Administration,1991,Vol11(Iss.3):pg 17-32.
[3]Soonhee Kim.Participative Management and Job Satisfaction:Lessons for Management Leadership(J).Public Administration Riview,2002,Vo162(No.2.):pg231-241.
[4]Janet Bogg,& Cary Cooper.Job Satisfaction,Mental Health,and Occupational Stress Among Senior Civil Servants,[J].Human Relalions,1995,Vol48(No.3,):pg327-341.
[1]Gregory B.Lewis,& She A.Frank.Who Wants to Work for the Government?[J].Public Administration Review,2002,Vol64(No.4,):pg395-404.
[2]俞文钊.现代激励理论与应用,东北财经大学出版社2006年版.第71页。
[3]卢嘉,时勘.如何调查员工满意度《J]中国人力资源开发,2000,(06).
[4]王文慧,梅强.企业员工满意度的评估模型与对策研究《J]科技进步与对策,2002,(11).
[1]杨乃定.员工满意度模型及其管理[J]中国管理科学.2000,(01).
[2]朱敏,李永禄.我国国企与国外企业家工作满意度及激励因素比较[J]上海经济研究,2002,(01).
[3]刘凤瑜.张金成.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《J]南开管理评论,2004,(03).
[1]姜文锐,马剑虹.公务员和企业员工工作生活压力比较研究《J]人类工效学,2003,(01).
[2]王华箐、张其正、毛游森、马来记、金锡鹏.机关人群生活方式和心理资源与自评压力紧张度的关系《J].劳动医学,2001(10):275-276
[3]李志,胡颂.公务员工作满意度的特点及相关对策研究[J]重庆行政,2005,(06).
[4]时云,王锐兰.公务员工作满意度研究《J]经济师,2008(7):20-21
[5]段新冉.常熟市公务员工作满意度实证研究《D].苏州大学,2009.
[1]何振,林秋妤.工作满意度的构成因素及测量方法[J]华东经济管理,2006,(12).
[1]Spector,P.(1997) Job Satisfaction.Thousand Oaks,CA:Sage Publications.Items were taken from Appendix,pp.75-76
[2]卢嘉,时堪,杨继锋.工作满意度的评价结构和方法[J].中国人力资源开发.2001,(1):15-17.
[3]张凤瑜、张金成.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[J].南开管理评论,2004,7(3):92-104.
[4]胡蓓,陈建安.脑力劳动者工作满意度实证研究[J].科研管理,2001,24(4):139-144.
[1](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[2]李志,胡颂.公务员工作满意度的特点及相关对策研究[J]重庆行政,2005,(06).
[3]郭志刚.社会统计分析方法一SPSS软件应用,中国人民大学出版社2005年版.
[4]何波.论员工满意度研究现状及其设想[J]重庆大学学报(社会科学版),2003,(05).
[5]周建国,郑海涛.论公共部门与私人部门人力资源管理之差异[J]江海学刊,2003,(05).
[6]张勉,李树茁.企业员工工作满意度决定因素实证研究[J]统计研究,2001,(08).
[7]陈博.员工满意度模型分析及其应用[J]工业技术经济,2001,(03).
[8]劳伦斯·S·克雷曼.人力资源管理一获取竞争优势的工具,机械工业出版社,1999年版.
[9]陈敏,时勘.工作满意度评价及其在企业诊断中的应用[J]中外管理导报,2001,(10).
[10]陈敏.企业员工工作满意度的比较研究,中国科技大学2001年版.
[11]张士菊,廖建桥.不同人口统计特征的员工工作满意度的实证分析[J]工业工程与管理,2007,(01).
[12]刘凤瑜,张金成.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[J]南开管理评论,2004,(03).
[13]冉斌.员工满意度测量手册,海天出版社2002年版.
[14]王文慧,梅强.企业员工满意度的评估模型与对策研究[J]科技进步与对策,2002,(11).
[15]黄先勇.工作满意度及其影响因素的研究[D].天津师范大学,2003.
[16]西奥多·W·舒欠茨.论人力资本投资,北京经济学院出版社1990年版.
[17]朱敏,李永禄.我国国企与国外企业家工作满意度及激励因素比较[J]上海经济研究,2002,(01).
[18]西蒙.H.A.现代决策理论的基石,北京经济学院出版社1989年版.
[19]董克用,叶向峰.人力资源管理概论,中国人民大学出版社2003年版.
[20]周昌勇.公务员工作满意度研究[D].汕头大学,2006.
[21]熊明良,张志坚,熊国良.员工满意感与认同感关系研究[J]华东交通大学学报,2008年,第04期
[22]周玲,刘洪.员工工作满意度研究综述[A]管理科学与系统科学研究新进展——第8届全国青年管理科学与系统科学学术会议论文集[C],2005.
[23]斯蒂芬·P·罗宾斯.管理学,中国人民大学出版社1997年版.
[24]吴杨,王亮.企业员工满意度模糊综合评价模型的建立与运用[J]江西社会科学,2005.(08).
[25]俞文钊.现代激励理论与应用,东北财经大学出版社2006年版.
[26]侯光明.管理激励与约束[M].北京:北京理工大学出版社,1999,27.
[27]李竹宇,徐美珠.论我国公共部门人力资源管理价值取向与制度设计——基于新公共服务理论思考[J]成都行政学院学报,2007,(01).
[28]罗福勇.对低层公务员激励机制的思考[J].新世纪论丛,2006(1)
[29]卢嘉,时勘.如何调查员工满意度[J]中国人力资源开发,2000,(06).
[30]肖峰.员工公平感与工作满意度的关系研究[D].华东交通大学,2005.
[31]时云,王锐兰.公务员工作满意度研究[J]经济师,2008(7):20-21
[32]黄昱方.如何通过岗位评价建立公平的薪酬制度[J]中国人力资源开发,2004,(12).
[33]姚艳虹,曾艳.企业员工工作满意度:调查分析与建议[J]财经理论与实践,2002,(06).
[34]吴明华,林生菊.公务员职业幸福感调查[J]决策,2006,(01).
[35]梁艳.国有企业员工工作满意度与工作绩效关系研究[D].西南交通大学,2006.
[36]段新冉.常熟市公务员工作满意度实证研究[D].苏州大学,2009.
[37]李宝元.现代公共人力资源开发与管理通论,经济科学出版社2003年版.
[38]何振,林秋妤.工作满意度的构成因素及测量方法[J]华东经济管理,2006,(12).
[39]陈振明.国家公务员制度,福建人民出版社2003年版.
[40]张凤梅.员工满意度的调查方法及实践研究[D].吉林大学,2005.
[41]王志刚,蒋慧明.关于中国员工个体特征对其公司满意度影响的实证研究[J]南开管理评论,2004,(01).
[42]孙建法.员工工作满意度影响因素研究[D].山东大学,2006.
[43]高玉萍.企业员工满意度管理研究[D]..天津大学,2006.
[44]舒晓兵.廖建桥.国企管理人员工作压力源与工作满意度实证研究[J]工业工程与管理,2003.(02).
[45]陈立.我国公共部门人力资源管理制度刍议——与英美之比较[J]理论月刊,2006,(06).
[46]姜文锐,马剑虹.公务员和企业员工工作生活压力比较研究[J]人类工效学,2003,(01).
[47]袁玉玲.员工满意度评价及FD公司实证分析,南京理工大学2006年版.
[48]吴宗怡、徐联仓.满意度测量问卷之研究,中国科学院心理研究所1988年版.
[49]向敏青.公平理论对组织管理的启示[J]重庆行政,2006.(04).
[50]杨乃定.员工满意度模型及其管理[J]中国管理科学,2000,(01).
[51]王华箐、张其正、毛游森、马来记、金锡鹏.机关人群生活方式和心理资源与自评压力紧张度的关系[J].劳动医学,2001(10):275-276
[52]Hoppock,R.Job satisfaction(M).New York:Harper & Row,1935,.
[53]Locke E.A.The Nature and Consequences of Job Satisfaction.Handbook of Industrial and Organizational Psychology.Chicago:Rand-McNally,1976,:1297-1349.
[54]Arnold H J,&Feldman D C.A multivariate analysis of the determinants of job turnover.Journal of Applied Psychology;1982,67:352.
[55]Mark C Ellickson.Determinants of job satisfaction of municipal government employe es[J].Public Personnel Management,2002,31,3;ABI/INFORM Global.pg:343-357.
[56]Yuan Ting.Determinants of job satisfaction of federal government employees [J].Public Personnel Management,1997,.
[57]Hamid Reza Alavi.Relationship Between Self-Esteem and Job Satisfaction of Personnel in Government Organizations[J].Public Personnel Management,2003,:2003.
[58]Slocum,J,Wm.Croon,R Hansen,S.Rawlings.Business Strategy and The management of the platitude Performer.Academy of Management Journal,1985,(No.28):p p.133-154.
[59]Orratai Nontapet.Leadership Behaviors of Head Nurses and Job Satisfaction of Staff Nurses.Community.1999,:89-92.
[60] F. Friedlander. Underlying Sources of Job Satisfaction Journal of Applied Psychology, 1963,.
[61] M.Afzalur Rahim.Toward a Theory of Managing Organizational Conflict.The International Journal of Conflict Management,2002,13 (3) :206-235.
[62] Clark,A,Geogellis,Y,Sanfey P. Job Satisfaction,Wage Changes and Quits:Evidence from Germany .University of Orleans, 1997,.
[63] Lewis, Gregory B. Pay and Job Satisfaction in the Federal Civil Service (J) .Review of Public Personnel Administration, 1991, Vol11 (Iss.3) :pg 17-32 .
[64] Soonhee Kim. Participative Management and Job Satisfaction:Lessons for Management Leadership ( J ) .Public Administration Riview, 2002, Vol62 (No.2.) :pg231-241.
[65] Janet Bogg,& Cary Cooper. Job Satisfaction, Mental Health, and Occupational Stress Among Senior Civil Servants, [J] .Human Relalions, 1995, Vol48 (No.3,) :pg 327-341 .
[66] Gregory B.Lewis,& Sue A.Frank. Who Wants to Work for the Government? [J] .Public Administration Review, 2002, Vol64 (No.4,) :pg395-404 .
[2]Yuan Ting(1997).Determinants of Job Satisfaction of Federal Government Employees[J].Public Personnel Management.Fall 1997;26,3;ABI/INFORM Global.Pg:313-334
[3]《论员工满意度调研与企业可持续发展的相互关系》,http://www.51poll.com/member/news_detail.asp?ne_id=249
[1]H.James Harrington,Business Process Improvement:The Breakthrough Strategy for Total Quality,Productivity,and Competitiveness.New York.NY:McGraw-Hill.(1991).
[2]管理人.HR,《员工的工作满意度在改变》,http://www.chinavalue.net/media/Article.aspx?Articleld=16729
[1]《美国第一银行的5P原则 帮助员工发展事业生涯》,http://www.wzmba.com/Html/?11654.html
[2]《论员工满意度调研与企业可持续发展的相互关系》,http://www.51poll.com/member/news_detail.asp?ne_id=249
[3]《论健康》,http://club.women.sohu.com/r-rztx-112182-0-0-0.html
[1]Hoppock,R.Job satisfaction(M).New York:Harper & Row,1935.
[2](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[3]F.Friedlander.Underlying Sources of Job Satisfaction.Journal of Applied Psychology,1963,
[1]Locke E.A.The Nature and Consequences of Job Satisfaction.Handbook of Industrial and Organizational Psychology.Chicago:Rand-McNally,1976,:1297-1349.
[2]Arnold H J,&Feldman D C.A multivariate analysis of the determinants of job turnover.Journal of Applied Psychology,1982,67:352.
[3](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[4]Orratai Nontapet.Leadership Behaviors of Head Nurses and Job Satisfaction of Staff Nurses.Community.1999,:89-92
[5]Slocum,J,Wm.Croon,R Hansen,S.Rawlings.Business Strategy and The management of the platitude Performer.Academy of Management Journal,1985,(No.28):pp.133-154.
[6]Stephen P.Robbins:《组织行为学精要—全球化的竞争策略(第六版)》,电子工业出版社2002年版,第87页。
[7]Mark C Ellickson.Determinants of job satisfaction of municipal government employees[J].Public Personnel Management,2002,31,3;ABI/INFORM Global.pg:343-357.
[1]Yuan Ting.Determinants of job satisfaction of federal government employees[J].Public Personnel Management,1997,.
[2]Lewis,Gregory B.Pay and Job Satisfaction in the Federal Civil Service(J).Review of Public Personnel Administration,1991,Vol11(Iss.3):pg 17-32.
[3]Soonhee Kim.Participative Management and Job Satisfaction:Lessons for Management Leadership(J).Public Administration Riview,2002,Vo162(No.2.):pg231-241.
[4]Janet Bogg,& Cary Cooper.Job Satisfaction,Mental Health,and Occupational Stress Among Senior Civil Servants,[J].Human Relalions,1995,Vol48(No.3,):pg327-341.
[1]Gregory B.Lewis,& She A.Frank.Who Wants to Work for the Government?[J].Public Administration Review,2002,Vol64(No.4,):pg395-404.
[2]俞文钊.现代激励理论与应用,东北财经大学出版社2006年版.第71页。
[3]卢嘉,时勘.如何调查员工满意度《J]中国人力资源开发,2000,(06).
[4]王文慧,梅强.企业员工满意度的评估模型与对策研究《J]科技进步与对策,2002,(11).
[1]杨乃定.员工满意度模型及其管理[J]中国管理科学.2000,(01).
[2]朱敏,李永禄.我国国企与国外企业家工作满意度及激励因素比较[J]上海经济研究,2002,(01).
[3]刘凤瑜.张金成.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《J]南开管理评论,2004,(03).
[1]姜文锐,马剑虹.公务员和企业员工工作生活压力比较研究《J]人类工效学,2003,(01).
[2]王华箐、张其正、毛游森、马来记、金锡鹏.机关人群生活方式和心理资源与自评压力紧张度的关系《J].劳动医学,2001(10):275-276
[3]李志,胡颂.公务员工作满意度的特点及相关对策研究[J]重庆行政,2005,(06).
[4]时云,王锐兰.公务员工作满意度研究《J]经济师,2008(7):20-21
[5]段新冉.常熟市公务员工作满意度实证研究《D].苏州大学,2009.
[1]何振,林秋妤.工作满意度的构成因素及测量方法[J]华东经济管理,2006,(12).
[1]Spector,P.(1997) Job Satisfaction.Thousand Oaks,CA:Sage Publications.Items were taken from Appendix,pp.75-76
[2]卢嘉,时堪,杨继锋.工作满意度的评价结构和方法[J].中国人力资源开发.2001,(1):15-17.
[3]张凤瑜、张金成.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[J].南开管理评论,2004,7(3):92-104.
[4]胡蓓,陈建安.脑力劳动者工作满意度实证研究[J].科研管理,2001,24(4):139-144.
[1](美)斯蒂芬·P·罗宾斯著,孙建敏等译.组织行为学(第七版)[M].北京:中国人民大学出版社,1997.
[2]李志,胡颂.公务员工作满意度的特点及相关对策研究[J]重庆行政,2005,(06).
[3]郭志刚.社会统计分析方法一SPSS软件应用,中国人民大学出版社2005年版.
[4]何波.论员工满意度研究现状及其设想[J]重庆大学学报(社会科学版),2003,(05).
[5]周建国,郑海涛.论公共部门与私人部门人力资源管理之差异[J]江海学刊,2003,(05).
[6]张勉,李树茁.企业员工工作满意度决定因素实证研究[J]统计研究,2001,(08).
[7]陈博.员工满意度模型分析及其应用[J]工业技术经济,2001,(03).
[8]劳伦斯·S·克雷曼.人力资源管理一获取竞争优势的工具,机械工业出版社,1999年版.
[9]陈敏,时勘.工作满意度评价及其在企业诊断中的应用[J]中外管理导报,2001,(10).
[10]陈敏.企业员工工作满意度的比较研究,中国科技大学2001年版.
[11]张士菊,廖建桥.不同人口统计特征的员工工作满意度的实证分析[J]工业工程与管理,2007,(01).
[12]刘凤瑜,张金成.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[J]南开管理评论,2004,(03).
[13]冉斌.员工满意度测量手册,海天出版社2002年版.
[14]王文慧,梅强.企业员工满意度的评估模型与对策研究[J]科技进步与对策,2002,(11).
[15]黄先勇.工作满意度及其影响因素的研究[D].天津师范大学,2003.
[16]西奥多·W·舒欠茨.论人力资本投资,北京经济学院出版社1990年版.
[17]朱敏,李永禄.我国国企与国外企业家工作满意度及激励因素比较[J]上海经济研究,2002,(01).
[18]西蒙.H.A.现代决策理论的基石,北京经济学院出版社1989年版.
[19]董克用,叶向峰.人力资源管理概论,中国人民大学出版社2003年版.
[20]周昌勇.公务员工作满意度研究[D].汕头大学,2006.
[21]熊明良,张志坚,熊国良.员工满意感与认同感关系研究[J]华东交通大学学报,2008年,第04期
[22]周玲,刘洪.员工工作满意度研究综述[A]管理科学与系统科学研究新进展——第8届全国青年管理科学与系统科学学术会议论文集[C],2005.
[23]斯蒂芬·P·罗宾斯.管理学,中国人民大学出版社1997年版.
[24]吴杨,王亮.企业员工满意度模糊综合评价模型的建立与运用[J]江西社会科学,2005.(08).
[25]俞文钊.现代激励理论与应用,东北财经大学出版社2006年版.
[26]侯光明.管理激励与约束[M].北京:北京理工大学出版社,1999,27.
[27]李竹宇,徐美珠.论我国公共部门人力资源管理价值取向与制度设计——基于新公共服务理论思考[J]成都行政学院学报,2007,(01).
[28]罗福勇.对低层公务员激励机制的思考[J].新世纪论丛,2006(1)
[29]卢嘉,时勘.如何调查员工满意度[J]中国人力资源开发,2000,(06).
[30]肖峰.员工公平感与工作满意度的关系研究[D].华东交通大学,2005.
[31]时云,王锐兰.公务员工作满意度研究[J]经济师,2008(7):20-21
[32]黄昱方.如何通过岗位评价建立公平的薪酬制度[J]中国人力资源开发,2004,(12).
[33]姚艳虹,曾艳.企业员工工作满意度:调查分析与建议[J]财经理论与实践,2002,(06).
[34]吴明华,林生菊.公务员职业幸福感调查[J]决策,2006,(01).
[35]梁艳.国有企业员工工作满意度与工作绩效关系研究[D].西南交通大学,2006.
[36]段新冉.常熟市公务员工作满意度实证研究[D].苏州大学,2009.
[37]李宝元.现代公共人力资源开发与管理通论,经济科学出版社2003年版.
[38]何振,林秋妤.工作满意度的构成因素及测量方法[J]华东经济管理,2006,(12).
[39]陈振明.国家公务员制度,福建人民出版社2003年版.
[40]张凤梅.员工满意度的调查方法及实践研究[D].吉林大学,2005.
[41]王志刚,蒋慧明.关于中国员工个体特征对其公司满意度影响的实证研究[J]南开管理评论,2004,(01).
[42]孙建法.员工工作满意度影响因素研究[D].山东大学,2006.
[43]高玉萍.企业员工满意度管理研究[D]..天津大学,2006.
[44]舒晓兵.廖建桥.国企管理人员工作压力源与工作满意度实证研究[J]工业工程与管理,2003.(02).
[45]陈立.我国公共部门人力资源管理制度刍议——与英美之比较[J]理论月刊,2006,(06).
[46]姜文锐,马剑虹.公务员和企业员工工作生活压力比较研究[J]人类工效学,2003,(01).
[47]袁玉玲.员工满意度评价及FD公司实证分析,南京理工大学2006年版.
[48]吴宗怡、徐联仓.满意度测量问卷之研究,中国科学院心理研究所1988年版.
[49]向敏青.公平理论对组织管理的启示[J]重庆行政,2006.(04).
[50]杨乃定.员工满意度模型及其管理[J]中国管理科学,2000,(01).
[51]王华箐、张其正、毛游森、马来记、金锡鹏.机关人群生活方式和心理资源与自评压力紧张度的关系[J].劳动医学,2001(10):275-276
[52]Hoppock,R.Job satisfaction(M).New York:Harper & Row,1935,.
[53]Locke E.A.The Nature and Consequences of Job Satisfaction.Handbook of Industrial and Organizational Psychology.Chicago:Rand-McNally,1976,:1297-1349.
[54]Arnold H J,&Feldman D C.A multivariate analysis of the determinants of job turnover.Journal of Applied Psychology;1982,67:352.
[55]Mark C Ellickson.Determinants of job satisfaction of municipal government employe es[J].Public Personnel Management,2002,31,3;ABI/INFORM Global.pg:343-357.
[56]Yuan Ting.Determinants of job satisfaction of federal government employees [J].Public Personnel Management,1997,.
[57]Hamid Reza Alavi.Relationship Between Self-Esteem and Job Satisfaction of Personnel in Government Organizations[J].Public Personnel Management,2003,:2003.
[58]Slocum,J,Wm.Croon,R Hansen,S.Rawlings.Business Strategy and The management of the platitude Performer.Academy of Management Journal,1985,(No.28):p p.133-154.
[59]Orratai Nontapet.Leadership Behaviors of Head Nurses and Job Satisfaction of Staff Nurses.Community.1999,:89-92.
[60] F. Friedlander. Underlying Sources of Job Satisfaction Journal of Applied Psychology, 1963,.
[61] M.Afzalur Rahim.Toward a Theory of Managing Organizational Conflict.The International Journal of Conflict Management,2002,13 (3) :206-235.
[62] Clark,A,Geogellis,Y,Sanfey P. Job Satisfaction,Wage Changes and Quits:Evidence from Germany .University of Orleans, 1997,.
[63] Lewis, Gregory B. Pay and Job Satisfaction in the Federal Civil Service (J) .Review of Public Personnel Administration, 1991, Vol11 (Iss.3) :pg 17-32 .
[64] Soonhee Kim. Participative Management and Job Satisfaction:Lessons for Management Leadership ( J ) .Public Administration Riview, 2002, Vol62 (No.2.) :pg231-241.
[65] Janet Bogg,& Cary Cooper. Job Satisfaction, Mental Health, and Occupational Stress Among Senior Civil Servants, [J] .Human Relalions, 1995, Vol48 (No.3,) :pg 327-341 .
[66] Gregory B.Lewis,& Sue A.Frank. Who Wants to Work for the Government? [J] .Public Administration Review, 2002, Vol64 (No.4,) :pg395-404 .