The Effects of Faculty Demographic Characteristics and Disciplinary Context on Dimensions of Job Satisfaction

This study applies Kalleberg’s framework to better understand the effects of diverse demographic faculty characteristics on dimensions of job satisfaction. We also extend his work and the work of others to explore the contextual effects of academic disciplines on faculty job satisfaction. We find that women are consistently less satisfied than their male colleagues and that the effect of being female varies by discipline on levels of job satisfaction. We also find race/ethnicity has mixed effects on dimensions of job satisfaction but the effects of race/ethnicity tend to be constant across discipline. Our findings hold important implications for those seeking to understand the experiences of college faculty from diverse demographic backgrounds.     

Teacher self-efficacy moderates the relations between imposed pressure from imposed curriculum changes and teacher stress

Based on the Job Demands-resources (RD-R) model, the aim of the current study was to examine how pressure arising from imposed curriculum changes and teacher self-efficacy relate to perceived stress in teachers. Participants (839 teachers working in English schools) completed an online survey that contained questions about demographics, self-reported pressure from imposed curriculum changes, teacher self-efficacy, and perceived stress. Pressure from imposed curriculum changes was positively, and teacher self-efficacy negatively, related to perceived stress. Teacher-self efficacy moderated relations between pressure from imposed curriculum changes and perceived stress. High teacher self-efficacy was associated with lower perceived stress, relative to low teacher self-efficacy, when pressure from imposed curriculum changes was low. The differential advantage offered by high self-efficacy declined as pressure from imposed curriculum changes increased.     

农地整治项目农户满意度及影响因素分析

本文以广东省惠州市县城300个农户的调查数据为依据,调查农户对农地整治项目的满意度状况,并通过计量模型对影响农户满意度的因素进行探讨.研究方法:文献研究法,计量经济模型法.研究结果:农户对项目的总体满意度为57.87.其中被调查者中24.4％的农户对实施项目比较满意.而影响农户满意度的主要因素包括农户收入结构、耕地资源禀赋、项目推广及农户决策参与度等.研究结论:要提高农户对农地整治项目的整体满意度,必须要通过项目实施调整农业生产结构,改善农户收入结构水平,转移非农劳动力,积极建立完善的农户参与决策体系等.     

Unintended consequences on gender diversity of high-tech growth and labor market polarization

There has been considerable media coverage highlighting the lack of gender diversity in Silicon Valley, stressing the relatively low participation of women in the high-tech economy. Austin offers a unique case for testing whether similar gender issues characterized other high-tech regions because the city has historically benefited from the expansion of Silicon Valley’s large high-tech firms since the 1980s. The gender-biased business practices identified in Silicon Valley firms may have been transferred to their branch plants in Austin. Our analysis shows women’s losses in middle-skill occupation employment shares were concentrated in the low-tech industry and were partially offset by job share gains in high-skill occupations in the same sector between 1980 and 2015. Men’s losses in middle-skill occupation job share were also mainly concentrated in the low-tech sector but were partially offset by employment share gains in high-skill occupations only in the high-tech industry during this period. Women made large gains in relative real median wages only in high-skill occupations in the high-tech industry while their relative real median wages in other skill occupations and in the low-tech industry stagnated around zero during this period. Men’s gains in relative median wages were also concentrated only in the high-tech industry but were less than half of women’s and were negative (between ?10 and ?21 percent) in other occupations in the high-tech industry and across all occupations in the low-tech industry. As noted in previous studies, the impact of job polarization is not well understood across sectors and gender. This study finds the high-tech industry in Austin has had unintended consequences in terms of job polarization across gender, providing relatively fewer job opportunities in high-skill occupations to women than men but offering much higher gains in relative real median wages to women than men. Males also found relatively more job opportunities in high-skill occupations in the high-tech industry than women but experienced only half of women’s gains in relative median wages in this industry between 1980 and 2015.     

协同进化多目标优化算法在车间调度中的应用

针对车间调度问题计算复杂度较高的特点,将协同进化多目标优化算法应用于车间调度问题。计算实例结果表明,协同进化多目标优化算法应用于车间调度问题不仅可以优化效果,而且能够在一定程度上提高计算效率。     

浅谈高校图书馆员的职业倦怠及心理调适

介绍了职业倦怠的概念，从高校图书馆员的职业特点出发，探索其职业倦怠的表现形式和成因。提出了一些心理调适的方法。     

CS战略--图书馆信息服务质量管理的核心

阐述信息服务质量管理中“顾客满意战略”（CS）的涵义和实现CS战略应该遵循的原则,并就如何实现图书馆信息服务质量管理CS战略的对策进行了探讨.     

图书馆服务质量模型及其应用

建立了以满意度、忠诚度为核心的图书馆服务质量模型。该模型不仅建立起影响图书馆服务质量的各个因素(变量)之间的因果关系,而且可以确定图书馆用户价值感、满意度和忠诚度三者之间相互关联、相互影响的程度,为改进服务质量提供依据。图4。表3。参考文献3。     

Cultural distance and expatriate job satisfaction

Despite its strong impact in domestic settings on job performance, organizational commitment, stress, and turnover intentions, job satisfaction has received little attention in the literature on expatriates. This paper analyzes the predictors of job satisfaction that may arise in an expatriate context. Drawing on the cultural distance perspective, we propose that the national cultural distance, supervisor's nationality, host-country language proficiency, expatriate type, and company nationality are important determinants of expatriate job satisfaction. Survey results from 148 expatriates in Japan demonstrate that national cultural distance, supervisor's nationality, and expatriate type have a statistically significant influence on expatriate job satisfaction. Theoretical and practical implications are provided.     

Emotion Work Revealed by Job Loss Discourse: Backgrounding-Foregrounding of Feelings, Construction of Normalcy, and (Re)instituting of Traditional Masculinities

Three emotion work themes were displayed in the discourse of individuals who lost their jobs and of their family members. Foregrounding-backgrounding of emotions indicated not only how some individuals and family members exerted effort to express positive emotions, but also why they would do so (for deep authenticity). In the construction of normalcy, respondents made an effort to portray and enact their lives as similar to the way things were before the job loss. By (re)instituting traditional masculinities, the men who lost their jobs were able to be "real" men in an emasculating situation. Taken together, these findings offer possibilities for further theoretical development and for communication interventions that can be applied by human resource professionals, career and outplacement counselors, family members, friends, and the individuals themselves.