Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial

This study challenges assumptions regarding the value and necessity of frequent face-to-face workplace interaction by building upon a theoretical framework for the consequences of telecommuting. Using a multiple mediation approach and path analysis, the study examines the extent to which telework affects job satisfaction through the experiences of work–life conflict, stress due to meetings and interruptions, perceived organizational politics, and information exchange. Results reveal that high-intensity teleworkers (n=89) are more satisfied than office-based employees (n=103) and achieve significant benefits from their work arrangement, with work–life conflict most influential toward job satisfaction. The path model reveals more complex indirect paths linking telework and job satisfaction.     

高职院校大学生频繁跳槽现象透析——以某高职院校2001—2005级毕业生为例

笔者通过对某高职院校近几年的就业情况进行调查研究发现：跳槽率高是其显著特征。针对此现象,笔者加以解析。     

Over-education: What influence does the workplace have?

The wage and job satisfaction impacts for over-educated workers have been well-documented; yet little attention has been paid to the consequences for firms. In this paper we examine over-education from the perspective of the workplace. Using linked employer–employee data for the United Kingdom, we derive the standard worker-level penalties on wages and job satisfaction. We then show how over-education rates across workplaces adversely influence workplace pay and workplace labor relations. For individual workers who may be at-risk of over-education, we also distinguish between workforce composition effects and workplace labor practices, such as hiring. The effect of over-education on job satisfaction is particularly strong and its effects are evident at the workplace level. Our results suggest that investigations of over-education at the level of the firm are a promising area of inquiry.     

Spillover of workplace IT satisfaction onto job satisfaction: The roles of job fit and professional fit

With information technology (IT) increasingly penetrating in workplaces, employee satisfaction with workplace IT becomes an integral part of work and significantly influences work-related outcomes. Scant attention, however, has been paid to whether and how employees’ IT satisfaction plays a role in generating job-related attitudinal changes among employees. Drawing upon satisfaction spillover theory, we developed and empirically tested a model to examine the relationship between individual satisfaction with workplace IT and job satisfaction. Specifically, we introduced two elements of user-task-technology fit—namely, job fit and professional fit—to examine the transition in employees’ satisfaction from the technological domain to overall satisfaction with work. We found that job fit not only mediated but also strengthened the effect of workplace IT satisfaction on job satisfaction, whereas professional fit did not play a moderating role in the relationship between workplace IT satisfaction and job satisfaction. The findings suggest that practitioners should emphasize workplace IT as a crucial ingredient of the work context and improve employee experiences with using IT. More importantly, the fit of IT with employees’ job and professional requirements is critical for this transition in satisfaction.     

Text mining of industry 4.0 job advertisements

Since changes in job characteristics in areas such as Industry 4.0 are rapid, fast tool for analysis of job advertisements is needed. Current knowledge about competencies required in Industry 4.0 is scarce. The goal of this paper is to develop a profile of Industry 4.0 job advertisements, using text mining on publicly available job advertisements, which are often used as a channel for collecting relevant information about the required knowledge and skills in rapid-changing industries. We searched website, which publishes job advertisements, related to Industry 4.0, and performed text mining analysis on the data collected from those job advertisements. Analysis of the job advertisements revealed that most of them were for full time entry; associate and mid-senior level management positions and mainly came from the United States and Germany. Text mining analysis resulted in two groups of job profiles. The first group of job profiles was focused solely on the knowledge related to Industry 4.0: cyberphysical systems and the Internet of things for robotized production; and smart production design and production control. The second group of job profiles was focused on more general knowledge areas, which are adapted to Industry 4.0: supply change management, customer satisfaction, and enterprise software. Topic mining was conducted on the extracted phrases generating various multidisciplinary job profiles. Higher educational institutions, human resources professionals, as well as experts that are already employed or aspire to be employed in Industry 4.0 organizations, would benefit from the results of our analysis.     

电脑平面设计岗位能力标准探索与研究

通过对天津地区有电脑平面设计岗位的企业进行了分类,研究汇总了各类企业中的电脑平面设计职业的主要工作内容、岗位技能和素质标准,共同构成了电脑平面设计岗位能力的标准,确立标准对于我们今后的职业教育培养人才目标的方向,课程设计、教学内容、方法有着及其深远的重大意义。     

Short report Further efforts in validating a 'spurning scale' for teachers

The present study represents our continuing effort to validate a 'spurning scale' for teachers, based on a model on spurned helpers' reactions. Three approaches were used to examine the validity of the scale: the spurning scores of teachers working with more achieving students vs the scores of teachers teaching less achieving students. The relationships between the spurning scores and job satisfaction and turnover scores; and the relationships between the spurning scores and scores indicative of stress arising from interactions with one's students and supervisor. Serving teachers in Hong Kong responded to a questionnaire that contained the variables of interest. The results provided further evidence for the validity of the scale.     

大学生求职心理虚拟社会支持系统开发研究

构建大学生求职心理虚拟社会支持系统十分迫切和必要。本文从系统论的角度构想了如何构建大学生求职心理虚拟社会支持系统,并对其组成模块和功能进行了分析。     

高校体育师资队伍建设中的“心本管理”作用研究

运用调查法、访谈法对高校体育教师的工作状态进行了研究,认为社会长期的偏见和误解加之管理者的疏忽,致使高校体育教师的工作满意感普遍不高,职业倦怠和离职意向不断加深.本文认为,以关注教师的“心灵”为出发点,关心他们的工作和生活、减轻工作压力和工作负荷、以心换心的“心本管理”理念可以充分挖掘教师的心理潜能,激发教师的工作热情和工作积极性,提高工作效率和工作满意度;本文对高校体育师资队伍建设中的“心本管理”提出了建议,希望通过“心本管理”加强高校体育师资队伍建设,从而保障高校体育事业的可持续发展,最终为我国由体育大国向体育强国转变提供服务.     

Upward and downward job mobility and player market values in contemporary European professional football

One question facing professional football (soccer) players in today's highly mobile football labor market is how to move between teams and develop boundaryless careers that positively signal their qualities, skills, and value to the market. The author departs from previous researchers, who have conceptualized market values as a function of performance and human capital factors at one point in time. Instead, the author argues that market observers face imperfect information when estimating the value of players, which they overcome by using job mobility as a signal for the qualities, skills, and playing potential of footballers. Analyzing a unique longitudinal dataset of 1670 professional player careers with fixed effects panel regressions, results indicate that upward mobility is a positive signal shifting observers' estimations of player market values up and downward mobility is a negative signal pushing market values down. Each extra move up leads to an additional increase in market values and the negative impact of downward mobility decreases when players take up more important roles in their new team. The impact of mobility on player market values is thus contingent on broader career patterns and the context in which job mobility takes place.