A Qualitative Method for Assessing Faculty Satisfaction

Universities attempt to hire the highest quality faculty they can, but they are not always successful at retaining them. Furthermore, some faculty members who do remain may not function as engaging colleagues who make others want to stay. This study investigates why some faculty members leave and why others stay by illuminating the complexities of individual experiences. Using semi-structured interviews rather than surveys, a matched cohort of 123 faculty members (half current and half former) from one institution was interviewed. Although some of their primary reasons for satisfaction or dissatisfaction (e.g., collegiality, mentoring) were predicted by general survey research, there were also unforeseeable issues that strongly influenced satisfaction and decisions to stay or leave, demonstrating the importance of institution-specific research. This paper provides a method for collecting institution-specific information as well as several arguments for conducting interviews instead of pre-defined surveys.     

Athletics,clubs, or music? The influence of college extracurricular activities on job prestige and satisfaction

In this study, we investigate how college extracurricular activities influence students’ early occupational outcomes. In particular, we examine how the type and number of extracurricular activities, as well as level of participation, influence occupational prestige and job satisfaction. Employing the three national databases, we compare the relationship between extracurricular activities and occupational outcomes across three different cohorts and different levels of college selectivity in the context of the US. Our results suggest that the type of activities pursued in college is consistently important for occupational outcomes, and different types of activities have significant influence for different cohorts. Extracurricular activities tend to have more labour market benefits for graduates of selective institutions.     

大学生情绪智力与生活满意度的关系:情感体验的中介作用

以390名大学生为被试,采用情绪智力量表、积极—消极情感量表和生活满意度量表考察大学生情绪智力与积极情感、消极情感和生活满意度的关系。结果表明:(1)情绪智力与积极情感和生活满意度呈显著正相关,与消极情感呈显著负相关;积极情感与生活满意度呈中等程度的显著正相关,消极情感与生活满意度呈显著负相关;(2)路径分析发现情绪智力显著正向预测了积极情绪和生活满意度,显著负向预测了消极情绪;(3)结构方程模型建模结果表明积极情感和消极情感在情绪智力与生活满意度之间起着部分中介作用。     

运动员心理疲劳与训练比赛满意感、自尊及心理控制源的关系

为了探讨运动员心理疲劳、训练比赛满意感、自尊及心理控制源之间的关系。通过对193名运动员进行心理疲劳、训练比赛满意感、自尊和心理控制源的测查。结果表明,运动员心理疲劳的各个维度与训练比赛满意感、自尊均存在极其显著的负相关,另外成就感降低与内控性存在显著负相关,运动员心理疲劳的各个维度与机遇、有势力的他人均存在显著正相关;心理疲劳各变量在人口统计学变量、心理控制源和自尊的基础上对预测训练比赛满意感做出了新的增值贡献,可靠地解释了训练比赛满意感总方差的另21.4%;自尊对心理疲劳的3个维度都具有显著的负向预测作用;心理控制源中,内控性对成就感降低有显著负向预测作用,机遇对运动员的情绪体力耗竭、运动负评价有显著的正向预测作用。     

CSI在社会保障主观评价中的应用

论文论证了对社会保障体系进行主观评价的必要性,并将CSI模型引入对社会保障对象的主观满意度测评;分析了社会保障领域CSI测评的特点,界定了调查的对象范围;对CSI模型中隐变量的涵义加以界定,对其相应的测量变量（问卷问题）进行了设计;论文最后对社会保障CSI测评调查方案的设计进行了初步的探讨。     

基于契合度的工作满意度影响因素的实证研究

论文基于一项调查,从契合度的角度来研究工作满意度的影响因素,对个人—组织契合度和个人—工作契合度及其子概念架构对工作满意度的影响程度作了实证分析,并将分析结果和国内外的相关研究进行比较和讨论。     

研发人员职业需求、职业发展规划与工作满意度研究——以中关村为例

试图探究职业发展规划和职业需求之间缺口及对研发人员工作满意度的影响.对中关村研发人员的买证研究结果表明,在各个不同职业时期的不同职业需求,尤其是深受职业需求和职业发展规划之间缺口影响的人,其工作满意程度取决于职业阶段.因此,为了提高研发人员的工作满意度,应针对其职业需求提出有效的职业发展规划.     

建立基于RS ＆ LS的图书馆自组织管理研究

传统直线制图书馆组织的两大弊端：缺乏对快速变化环境的适应能力和及时响应读者需要的能力,因此,传统理念的局限呼唤新的管理范式。自组织理论的特点和优势为图书馆管理创新提供了新的视角和方法,文中不仅分析了图书馆组织具有构成耗散结构的三个条件,即开放性、非线性和非平衡性;而且还针对自组织耗散结构的三个优势研究了进行针对性图书馆自组织管理的相应措施。     

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.