图书馆服务质量与读者行为关系研究

分析图书馆服务质量和读者行为的关系以及影响读者行为的各种变量,阐述了图书馆服务质量不高对读者行为的影响及改进措施。     

也谈"馆员满意"--读翟丽华女士《"馆员满意"策略初探》有感

试从知识经济条件下图书馆员在图书馆的地位、作用的角度，来分析、阐述“馆员满意”与否对图书馆读者服务工作、图书馆事业发展的作用和影响，还就图书馆管理层如何提高馆员在图书馆的满意度，图书馆员自身如何正确看待“馆员满意”。及就翟丽华女士文章中的个别观点提出了自己的见解和看法。     

教育、工作自主性与工作满意度

教育不但是个人人力资本积累的途径,也会形成个人职业的趋向和偏好。个人在工作中所获得的自主性是评价工作满意度的重要方面,获得更多的工作自主性意味着获得更多的组织信任,能够更自由地安排工作,拥有更多自主学习的机会。由于不同学历层次的人对工作要求不同,所以是否在工作中获得自主性将会对他们的工作满意度和工作绩效产生不同的影响。本文运用北京大学教育经济研究所《中国城镇居民教育与就业情况调查-2004》的数据,通过对正在工作人群的研究发现,在同等受教育程度下,更多的工作自主性带来更大的工作满意度。不同受教育程度的群体,受过高等教育者更看重工作自主性。对他们而言,自主性工作环境带来的效用要高于高工资带来的效用。本研究探讨高等教育在促进人的独立性、学习意识上的长期效应,为认识教育对个人职业发展的影响提供了新的视角。同时在建设创新型国家的大背景下,本研究的结论为如何激励知识型人才,更好的发挥创新性人才的创造力,提高组织绩效提供了有益的参考。     

饭店知识型员工的心理契约违背对其离职意图影响的实证研究

以广义心理契约为研究视角,整合组织承诺、工作满意等变量,构建了饭店知识型员工离职意图的理论模型,并以四川省星级饭店的管理层员工为调查对象(N=257),利用结构方程模型(SEM)厘清了心理契约违背、组织承诺、工作满意以及知识型员工离职意图之间的相关关系。实证结果显示:饭店知识型员工存在心理契约违背现象,由此而产生的违背感不仅直接影响其离职意图,而且还通过组织承诺以及工作满意与组织承诺的相关关系间接建构离职意图。     

亚运情境下广州民生举措满意度对知觉与凝聚力的中介作用

以广州亚运会为个案.采用自行设计的民生举措知觉和满意度量表及居民凝聚力量表,探讨亚运情境下当地居民对政府民生举措满意度,及其对居民民生举措知觉、居民凝聚力是否具有中介作用.结果显示:当地居民时政府在举办亚运情境下所采取的能源、安全、就业、全民健身、生态环保、民生服务等举措的知觉,显著影响居民凝聚力;由于民生举措满意度的加入使该影响变小或变得不显著.说明民生举措满意度对民生举措知觉与居民凝聚力具有中介作用.     

两年制硕士培养的问题与对策研究

随着两年制硕士培养模式的推广,"习得性无力感"激化、导师指导难度提高、社会就业认可度降低等问题逐渐凸显。这些问题主要是由我国盲目模仿西方学制、片面定位硕士学制、"目中无人"的教育期望以及部分大学的功利主义倾向造成的。应对两年制硕士培养的问题,完善和改进两年制硕士的培养机制,以及"研究生教育分流"不失为一个好的对策。     

Correlates of staff motivation,satisfaction, and job performance of library staff in selected Nigerian University libraries

Abstract

This study examined staff motivation, satisfaction, and job performance among the librarians and library staff in six selected university libraries in Nigeria. The target population for the study includes the professionals and nonprofessional library staff. A total enumeration sampling technique was used to select 180 respondents, which represent the sample for the study. Data was collected using a self-designed questionnaire titled “Staff Motivation, Satisfaction and Job Performance Questionnaire” (SMSJPQ). Six research questions were developed and answered by the study. The results indicate that librarian and library staff are highly motivated with regular pay while the least motivational factor is frequent interaction with their friends. Library staff are primarily satisfied with their jobs when they are in constant link with their friends. Professional library staff significantly experience better work motivation than their nonprofessional counterparts. Significant correlation exists between staff motivation and job performance and between job satisfaction and job performance. In addition, the two factors (motivation and satisfaction) exert significant contribution to the determinant of librarians and library staff job performance. Based on the findings, the study recommended improvement in the level of motivation of nonprofessionals so that the significant difference with the professional counterpart would not be so much pronounced.     

顾客满意度测评系统在企业中的应用

ISO 9001:2000标准中,质量管理八项原则的第一条就是以顾客为关注焦点,它强调组织应该理解顾客当前和未来的需求,满足顾客要求,并争取超越顾客期望。通过偏最小二乘法实现了顾客满意度指数计算,讨论了顾客满意度测评系统在企业中的应用。     

A comparison of well-peer mentored and non-peer mentored athletes’ perceptions of satisfaction

The purpose of the present study was to compare well-peer mentored and non-peer mentored athletes’ perceptions of satisfaction. A total of 444 intercollegiate athletes (272 well-peer mentored and 172 non-peer mentored) from a variety of sport teams participated in the study. Athletes from both well-peer mentored and non-peer mentored groups reported their satisfaction levels using the Athlete Satisfaction Questionnaire. The results of a MANOVA and follow-up post hoc ANOVAs showed that well-peer mentored athletes were significantly more satisfied than their non-peer mentored counterparts in terms of individual performance, personal dedication, team task contribution, team social contribution, team integration, ethics, ability utilisation and training and instruction. Overall, the findings suggest that athletes who are well-peer mentored by a teammate perceive higher satisfaction levels with various aspects of their athletic experience than athletes who are not peer mentored by a teammate. Given these positive findings, practitioners (i.e., coaches, sport psychology consultants) should inform athletes on the benefits of peer-to-peer mentoring. The practical implications of the results and strategies to promote peer athlete mentoring relationships in sport are highlighted.     

我国青年编辑职业认同研究

从职业价值观、角色价值观、职业归属感、积极团结度和职业行为倾向5个维度对我国青年编辑职业认同度进行探究,分析其原因,并找出提升职业认同度的途径和方法。