Information adequacy, job satisfaction and organizational culture in a dispersed-network organization

This investigation examined the relationship of information adequacy to job satisfaction and organizational culture in a healthcare organization with both office and field personnel. Information adequacy was assessed in four areas: personal performance, organizational policies, organizational performance, and organizational objectives. Comparisons of field and office personnel indicated that they did not differ on information adequacy or job satisfaction; they did, however, differ on several dimensions of organizational culture. Also, the relationship of information inadequacy to job satisfaction and organizational culture differed for employees depending on whether they worked primarily in the field or primarily in the office. Implications of the findings are drawn for organizations with a dispersed-network structure.     

我国图书馆员职业倦怠研究述评

本文利用文献调查的方法对20世纪90年代以来我国图书馆界有关图书馆员职业倦怠的研究状况进行较为系统的评述，并与国外相关研究进行比较，指出目前研究的不足之处，以期引起我国图书馆界的重视，并明确今后研究的方向。     

A preliminary evaluation of the associations among functional performance tasks and quality of life in obese and healthy weight youth

The associations among lower extremity functional performance and quality of life in obese youth are unknown. The aims of this study were to compare lower extremity strength, lower extremity functional performance, and health related quality of life between obese and healthy-weight youth and evaluate the relationships between lower extremity performance and health related quality of life in obese youth. Twenty obese and 20 age and sex matched healthy-weight youth were recruited. Peak torque of the major lower extremity muscles were measured. Functional performance was measured with single leg hop and single leg balance tests. The Paediatric Quality of Life questionnaire's physical and psychosocial health subscales were used. Paired t-tests and multiple regression analyses were performed. Obese youth demonstrated decreased peak torque in all muscles measured (P < 0.05), poorer functional performance (P < 0.05), and worse physical health related quality of life (P < 0.05) compared to healthy-weight youth. Lower extremity functional performance was associated with aspects of quality of life in the obese group (P = 0.002), but not in the healthy-weight group (P < 0.05). These results may assist in encouraging best practices in the promotion of exercise, physical activity, and quality of life in obese youth.     

高校学生组织的功能定位与内涵重构

高校学生组织在大学生日常管理中具有教育引导、服务维权和干部培养等众多功能,在推动大学生素质拓展计划的实施和大学生核心价值体系的构建等方面也有着不可替代的作用。目前高校学生组织在功能定位和内涵上还存在一些误区,只有加强对学生组织的有效管理和引导,才能使其充分发挥应有的功能,真正实现自身存在的意义和价值。     

哈尔滨市中学体育教师职业倦怠的成因及对策研究

通过分析哈尔滨市中学体育教师职业倦怠的原因,探索有效缓解和消除体育教师职业倦怠的对策,更有效地帮助广大体育教师提高职业素质,以适应体育教育改革发展的需要。     

大学生择业嫉妒心理与调适

在对大学生择业嫉妒心理产生的原因、危害进行分析的基础上，章提出了择业嫉妒心理调适的措施和方法，如正确认识自己、合理转化、充实生活、加强交往、培养豁达的人生态度等。     

What makes teachers enthusiastic: The interplay of positive affect,self-efficacy and job satisfaction

Teacher enthusiasm is a key factor of effective teaching, favouring teachers’ well-being and instructional behaviour, and students’ cognitive, emotional, and motivational outcomes. Research has largely examined its positive effects, while neglecting the interplay of factors shaping teacher enthusiasm. This study aimed at examining the interrelations of motivational (teacher self-efficacy), affective (positive emotions), and well-being factors (job satisfaction) in shaping teachers’ experienced enthusiasm. A sample of 536 high school teachers participated in a follow-up study with a time lag of approximately six months. Results confirmed that positive affect was related to enthusiasm both directly and indirectly via self-efficacy and job satisfaction.     

情绪劳动、工作压力与工作满意度关系研究

金融业为使顾客感受宾至如归的感觉,第一线服务人员即使碰到顾客无理要求,也必须压抑负面情绪,展现亲切微笑,让顾客感到满意即为情绪劳动基本精神,此作法将增加金融业第一线服务人员工作负荷,形成工作压力来源,进而影响工作满意度。本文以某金融业第一线服务人员为研究对象,探讨情绪劳动、工作压力与工作满意度之因果关系,运用问卷调查,便利抽样方法共发放207份,有效问卷为205份。实证发现,情绪劳动对工作满意度具有正向显着影响、工作压力对工作满意度、情绪劳动对工作压力具有负向影响。本文提出结论、管理启示,作为金融业参考。     

大学生求职行为特点及就业对策研究

大学生就业难问题已成为全社会关注的焦点问题。要解决大学生就业难问题,就必须了解大学生求职行为特点,探究大学生求职影响因素,笔者通过查阅文献、进行访谈和发放问卷的方法进行调查研究后,提出了有针对性的就业指导对策:一是,学校要提供个性化就业服务,引导做好职业生涯规划;二是,学校要树立全程化就业指导服务理念,构建就业教育服务体系;三是,争取社会支持资本,构建就业信息资源体系;四是,毕业生要端正心态,提高求职就业核心竞争力。以期为大学生求职就业和高校就业指导工作提供借鉴,构建科学的求职就业辅导体系。     

高职毕业生就业质量的调查与分析——基于工作搜寻理论视角

高职毕业生就业率和就业质量事关高职院校的生存和发展。通过对温州市3所高职院校2014届毕业生的工作搜寻行为进行随机调查,结果表明,高职毕业生就业存在工作信息不对称、搜寻能力不胜任,高职院校人才培养不匹配等问题。为提高高职毕业生就业质量,高职院校应加快就业信息网络化建设,提高高职毕业生就业竞争力,实现人才培养与企业需求对接。