澳洲管理学论文代写:人与人之间的差异

澳洲管理学论文代写:人与人之间的差异

此外,人们常常对工作满意度的理论提出一个争论,即他们很少考虑到人与人之间的差异,而忽略了工作满意度的个人相关因素。哈格多恩(1994)检查使用的各种变量,包括工资的学术人员的满意度,感知同事的支持,满意度与管理、学生互动的乐趣和感觉到的压力水平。oshagbemi(2003)调查研究个人与整体工作满意度显示来自英国大学的经验证据之间的关系,探讨年龄、性别、级别、工龄和工作满意度。研究结果显示,学术人员的职级对整体教师工作满意度有显著的正向影响。高等教育服务的学术人员的工作时间也与个人的整体工作满意度,但在一个消极的方式。等级和性别交互作用对高校教师整体工作满意度的影响较大。更具体地说,这意味着性别影响高校教师工作满意度在一定的行列。最后,一个人的能力是另一个个体变量,已被证明是与工作满意度。

澳洲管理学论文代写:人与人之间的差异

Furthermore, one of the arguments often brought against theories of job satisfaction is that they take little account of differences between people and neglect the personal correlate factors of job satisfaction. Hagedorn (1994) examined the satisfaction of academic staff using various variables, including salary, perceived support from colleagues, satisfaction with administration, enjoyment of student interaction and perceived stress levels. Oshagbemi (2003) investigated a research on personal correlates of overall job satisfaction show empirical evidence from UK universities, which explore the relationships between age, gender, rank, and length of service with job satisfaction. The results of research show that the rank of an academic staff plays a significant and positively role of the level of the overall teacher job satisfaction. And the length of service academic staff who worked in higher education is also connected with individual’s overall job satisfaction but in a negative way. The interaction effect of rank and gender affects the level of overall job satisfaction of university teachers extensively. More specifically, it means that gender affects the job satisfaction of university teachers within certain ranks. Lastly, a person’s ability is another individual variable that has been shown to be correlated with job satisfaction.

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