Objectives:This study examined the influence of Chinese nurses’personal resources(psychological capital)and access to workplace resources(structural empowerment)on their job satisfaction.Method:A cross-sectional stud...Objectives:This study examined the influence of Chinese nurses’personal resources(psychological capital)and access to workplace resources(structural empowerment)on their job satisfaction.Method:A cross-sectional study was designed during the period of January to April 2018.An anonymous questionnaire containing demographic characteristics sheet,Minnesota Satisfaction Questionnaire,Conditions for Work Effectiveness Questionnaire-II and psychological capital(PsyCap)was issued to 480 registered nurses in Tianjin,China.A total of 462 respondents became our subjects.Hierarchical regression was performed to explore the factors associated with job satisfaction.Results:The average Minnesota Satisfaction Questionnaire score was 65.68±12.35 in our study population.Hierarchical regression analysis showed that structural empowerment(β=0.421,P<0.01),PsyCap(β=0.227,P<0.01) and educational level(β=0.061,P<0.05) were positively associated with job satisfaction.Conclusion:The job satisfaction of Chinese nurses was at a moderate level.Structural empowerment was the most crucial predictor of job satisfaction,followed by PsyCap.Therefore,nursing administrators should take measures such as building an authorized work environment and improving nurses’PsyCap in order to promote job satisfaction among Chinese nurses.展开更多
This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis tha...This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis that the wages and working hours have positive but differential effects depending on wage level categories are supported. Second, effects of cultural factors, such as workaholism and consumerism, on long work hours, however, are not significant in both countries. Third, for Korean manual workers, the probability of working long hours is high, but the level of time scarcity is low; but the effect of union membership on long work hours is not significant in both Korea and Japan. Fourth, the hypothesis that negative effects of long work hours and time scarcity on satisfaction with work-life balance are supported. These findings suggest that an increase in wage for non-regular workers and a minimum wage are required to reduce working hours. In addition, they also suggest that reducing working hours, overtime work in particular, and wage gap are crucial to raising the level of satisfaction with work-life balance in both Korea and Japan.展开更多
How to mobilize the enthusiasm of employees working in human resources management has always been the core issue. Employee engagement is a positive mental state of employers; it can be used to measure affective, cogni...How to mobilize the enthusiasm of employees working in human resources management has always been the core issue. Employee engagement is a positive mental state of employers; it can be used to measure affective, cognitive and behavioral aspects of the organization and work involvement, which embodies the people-oriented management thinking. Employee engagement has a positive and predictive effect on business performance, customer satisfaction, and employee well-being. Employee engagement directly affects individual behavior and business performance, and thus it determines the competitiveness of enterprises. This paper first discusses the academic definition of employee engagement, and then bases on the relevant theoretical models to analyze employee engagement mechanisms and factors influencing decisions, and finally proposes enterprises to enhance employee engagement of specific measures.展开更多
Human resource is the core of organizational development resources, the organization＇s competition more embodied in the talent competition. Pay as one of the important means of incentive talents, plays an important r...Human resource is the core of organizational development resources, the organization＇s competition more embodied in the talent competition. Pay as one of the important means of incentive talents, plays an important role in talent organization plan. Compensation management has become the core content of enterprise human resources management, compensation mode is about employee compensation management to study and the trend of the style, it provides reference for compensation managers implement compensation management activity basic paradigm or frame type style. Different modes of compensation, conveys the organization of different development direction, in determining job satisfaction, stimulate staff＇s work motivation, plays an important role in the enhancement enterprise cohesion, etc. This article through to the state-owned enterprise and private enterprise specific comparison on the differences of two compensation modes, to explore the adaptability of different mode of enterprise, for other enterprises to provide reference for reasonable and effective compensation system.展开更多
基金Financial support for this research was received from theNational Natural Science Foundation of China (No.71704132).
文摘Objectives:This study examined the influence of Chinese nurses’personal resources(psychological capital)and access to workplace resources(structural empowerment)on their job satisfaction.Method:A cross-sectional study was designed during the period of January to April 2018.An anonymous questionnaire containing demographic characteristics sheet,Minnesota Satisfaction Questionnaire,Conditions for Work Effectiveness Questionnaire-II and psychological capital(PsyCap)was issued to 480 registered nurses in Tianjin,China.A total of 462 respondents became our subjects.Hierarchical regression was performed to explore the factors associated with job satisfaction.Results:The average Minnesota Satisfaction Questionnaire score was 65.68±12.35 in our study population.Hierarchical regression analysis showed that structural empowerment(β=0.421,P<0.01),PsyCap(β=0.227,P<0.01) and educational level(β=0.061,P<0.05) were positively associated with job satisfaction.Conclusion:The job satisfaction of Chinese nurses was at a moderate level.Structural empowerment was the most crucial predictor of job satisfaction,followed by PsyCap.Therefore,nursing administrators should take measures such as building an authorized work environment and improving nurses’PsyCap in order to promote job satisfaction among Chinese nurses.
文摘This study examines long work hours and work-life balance in relation to wage level, workaholism, and consumerism in both Korea and Japan. Findings of this study can be summarized as follows. First, the hypothesis that the wages and working hours have positive but differential effects depending on wage level categories are supported. Second, effects of cultural factors, such as workaholism and consumerism, on long work hours, however, are not significant in both countries. Third, for Korean manual workers, the probability of working long hours is high, but the level of time scarcity is low; but the effect of union membership on long work hours is not significant in both Korea and Japan. Fourth, the hypothesis that negative effects of long work hours and time scarcity on satisfaction with work-life balance are supported. These findings suggest that an increase in wage for non-regular workers and a minimum wage are required to reduce working hours. In addition, they also suggest that reducing working hours, overtime work in particular, and wage gap are crucial to raising the level of satisfaction with work-life balance in both Korea and Japan.
文摘How to mobilize the enthusiasm of employees working in human resources management has always been the core issue. Employee engagement is a positive mental state of employers; it can be used to measure affective, cognitive and behavioral aspects of the organization and work involvement, which embodies the people-oriented management thinking. Employee engagement has a positive and predictive effect on business performance, customer satisfaction, and employee well-being. Employee engagement directly affects individual behavior and business performance, and thus it determines the competitiveness of enterprises. This paper first discusses the academic definition of employee engagement, and then bases on the relevant theoretical models to analyze employee engagement mechanisms and factors influencing decisions, and finally proposes enterprises to enhance employee engagement of specific measures.
文摘Human resource is the core of organizational development resources, the organization＇s competition more embodied in the talent competition. Pay as one of the important means of incentive talents, plays an important role in talent organization plan. Compensation management has become the core content of enterprise human resources management, compensation mode is about employee compensation management to study and the trend of the style, it provides reference for compensation managers implement compensation management activity basic paradigm or frame type style. Different modes of compensation, conveys the organization of different development direction, in determining job satisfaction, stimulate staff＇s work motivation, plays an important role in the enhancement enterprise cohesion, etc. This article through to the state-owned enterprise and private enterprise specific comparison on the differences of two compensation modes, to explore the adaptability of different mode of enterprise, for other enterprises to provide reference for reasonable and effective compensation system.
