The Relationship Between Job Satisfaction and Employee Performance of Teacher in N University, China

At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.

An Empirical Study on the Job Satisfaction of Guangxi Private Universities Based on Two-Factor Theory

The purpose of this study was to empirically examine the job satisfaction of Guangxi private universities based on two-factor theory.With the rapid development of private colleges and universities,there are also many problems restricting the development of private colleges and universities.Therefore,this study is specially helpful for the private colleges and universities in Guangxi.In order to carry out this study,the population was taken to be those teachers of the private colleges and universities in Guangxi.A sample(N=384)of teachers was taken using simple random sampling from the private colleges and universities in Guangxi.It was hypothesized that work achievement,work itself,work development,duty,compensation and benefit,salary,work environment,organization system,interpersonal relationship,and leadership management had positive influence on customer decision-making.The results were analyzed with the help of SPSS software.Descriptive statistical analysis,Pearson correlation test,and regression analysis were used to test hypothesis.The results showed the overall job satisfaction of teachers in private universities in Guangxi is unsatisfactory;only working environment and interpersonal relationship in five dimensions are satisfactory,while other dimensions are unsatisfactory.It is understood that the existing health care factors in private colleges and universities in Guangxi cannot eliminate the dissatisfaction state of teachers’work,and the incentive factors cannot effectively stimulate the enthusiasm of teachers.

The Effect of Performance Management System on Employee Productivity in Cross-Border E-Commerce Enterprises in China

The aim of the current research was to analyze how the performance management system of China’s cross-border e-commerce enterprises affects employee productivity.The study was guided by the following research objectives:to investigate the performance management system on employee productivity in cross-border e-commerce enterprises in China;to determine the relationship between the performance management system and employee productivity in cross-border e-commerce enterprises in China.The study adopted a quantitative approach to the effects of performance management practices on employee productivity.The dependent variables included performance appraisals,reward systems,and performance feedback,and the implications on employee productivity as the independent variable.The target population is comprised of 400 employees in China’s cross-border e-commerce enterprises.Descriptive statistics were utilized as a data analysis tool.The demographic profiles of the respondents were analyzed using percentages and frequencies.Inferential statistics such as correlation and regression analysis established the relationship between dependent and independent variables.The study recommends that the performance management practices should be optimized to improve employee performance.Performance reviews should be focused on the contributions of the individual employees to meet the organizational objectives.For every possible opportunity,the manager should formally recognize good employee efforts for enhanced work performance.Effective performance management practices that edify appraisal and reward should be used to achieve organization goals and enhance employee productivity.