社区工作者工作价值观与工作满意度的关系:代际的调节作用

Community Workers' Work Values and Job Satisfaction: the Moderating of the Generation

目的:探讨社区工作者工作价值观的特点及代际差异情况,并且从代际的角度考虑工作价值观与工作满意度的关系。方法:采用工作价值观和工作满意度量表在湖南和山东等地进行施测。共发放问卷500份,回收有效问卷402份。结果:本研究发现(1)社区工作者对于工作价值观五个维度的重视程度排序由高到低依次为:外在价值、内在价值、家庭与生活、社会地位、压力小;(2)社区工作者的工作价值观在性别、职位和婚姻状况上存在显著差异(P<0.05);(3)社区工作者的工作价值观除了家庭与生活维度外都存在显著的代际差异;(4)社区工作者工作价值观的各个维度与工作满意度存在显著正相关(P<0.05);(5)代际在社区工作者工作价值观的内在价值维度、外在价值维度与工作满意度的关系上起着显著的调节作用。结论:(1)社区工作者在择业时更看重薪酬福利和自我价值的实现,不太重视社会地位和工作的轻松、简单;(2)相比于60年代和70-80年代,90年代的社区工作者在选择工作时看重的要素更加多元化;(3)社区工作者越重视工作的内在价值,工作满意度越高;(4)相比于90年代,60年代的社区工作者的内在价值和外在价值对工作满意度的预测作用更强。

Objective： To explore the generational difference of community workers＇ work values and relationship with job satisfaction from the perspective of generation difference. Methods： The questionnaire method was used to select work values and job satisfaction scales to investigate in Hunan and Shandong provinces, etc. A total of 500 questionnaires were issued, and 402 effective questionnaires were returned. Results： （1）The five dimensions, arranged in decending order of im- portance to work values are： external worth, inner worth, family ＆ life, social status, lower working pressure; （2）There is a significant difference in the work values of community workers in terms of gender, position, marital status （P〈0.05）. （3） There are significant generational differences in work values of community workers except for family ＆ life. （4）Correlation analysis showed that work values had significant positive correlations with job satisfaction（P〈0.05）. （5）The intergeneration plays a significant moderating role in the inner value dimension, the external value dimension and the job satisfaction of the work values of community workers. Conclusion： （1）For the community workers, they pay more attention to the salary and welfare and values of self - realization than to the social status and the ease of work. （2）The more community workers pay at- tention to the intrinsic values of work, the higher their job satisfaction is. （3）Compared to the 90, the intrinsic values and ex- trinsic values of the 60 community workers have a stronger predictive function on job satisfaction.