Fairnes issues and job satisfaction among korean employees: The significance of status value and procedural justice in work orientation

This study investigates how justice or fairness issues such as procedural justice, distributive justice, and status equity affect job satisfaction among Korean employees. Incorporating cultural values and social norms salient in Korea, the study hypothesizes that perceptions of procedural justice enhance more job satisfaction than perceptions of distributive justice among Korean employees. Another hypothesis, based on Korean employees' aspiration for higher occupational status, predicts that perceptions of status equity, i.e., occupational prestige of their current jobs relative to their human capital, also increase job satisfaction more than perceptions of distributive justice. These two hypotheses were tested with a sample of 501 full-time employees in Korea. Supporting the hypotheses, the results indicated that (i) perceptions of procedural justice produce more job satisfaction than do perceptions of distributive justice; and (ii) perceptions of status equity are the most important factor predicting job satisfaction among the three fairness issues. Cross-cultural implications of these findings are discussed in more detail.The author thanks Professor Hyunho Seok and the Korean Social Science Council (KSSC) for their 1990 national survey data sets.     

服务青年：高校共青团工作的着力点

社会主义市场经济体制的确立和改革开放的逐步深入,对高校共青团工作的职责提出新课题;高校学生的思想状况、成才需要要求高校团组织调整工作思路、完善工作范畴;了解青年学生的需要和所想,适时地做好服务工作,是新时期高校共青团工作的重点和着力点;积极开展“大学生素质拓展”、“青春创业行动”和“青年维权行动”是当前高校共青团组织服务青年的重要举措和重要内容。     

Examining the Effects of Social Media Use on Job Satisfaction in the Australian Public Service: Testing Self-Determination Theory

The purpose of this study is to investigate the relationship between social media usage for work purposes and employee job satisfaction in the public sector. Because social media is a relatively recent phenomenon, the ways in which it affects employee attitudes such as job satisfaction are not well-known. Using self-determination theory (SDT) as a framework, this study tests whether perceived competence, relatedness, and autonomy mediate the relationship between social media usage for work purposes and employee job satisfaction. Data were obtained from the Australian Public Service Commission (APSC). Overall, results generated from the structural equation models support SDT, suggesting that employees using social media for work purposes have higher self-determination and higher self-determination increases their job satisfaction. In particular, the effect of competence to job satisfaction is very high. However, while social media usage for work purposes can enhance employees’ need for autonomy and competence, it does not have any statistical effect to employees need for relatedness. In addition, social media does not have any statistical and direct effect to job satisfaction. The results suggest that social media has an indirect effect to job satisfaction. This article discusses the implications of these findings.     

No Rosy glasses in Bluesy Ghettos? Job satisfaction of pink and blue collar workers and the comparable worth legislations

ABSTRACT

The majority of studies using contemporary data report that women have a higher job satisfaction than men, and even more so in the occupations with a greater female share. This pattern, paradoxically given the lower pay of female-dominated jobs, is often attributed to women’s voluntary sorting into these occupations. In contrast, historical scholarship emphasizes the societal restrictions which shaped women’s vocational choices and the dissatisfactions with wages which led to the comparable worth movements around the world. During the 1980s, the Canadian comparable worth movement achieved momentum and instigated many legislative changes. By 1989, 6 out of 10 Canadian provinces had laws prescribing ‘equal pay for work of equal value.’ Using nationally representative Canadian data from 1989 to 1991, we examine how these legislations affected job satisfaction in pink and blue collar occupations. We find strong evidence for the higher job satisfaction of pink collar women in jurisdictions with a comparable worth legislation. The findings are discussed within the sociocultural context of the late twentieth century.     

Job Expectations and Career Goals of Title IV-E Child Welfare Social Workers with Varying Levels of Work Experience: How Do They Differ?

A comparison of three groups of Title IV-E child welfare workers revealed significant differences among all groups on job expectations and career goals. New workers reported most positive expectations for their jobs, and greatest interest in child welfare careers and in pursuing educational goals. Seasoned workers expressed least positive expectations and least interest in future child welfare careers and educational goals. Findings may assist universities in student selection and curriculum. Child welfare agencies may benefit in areas of recruitment, training, and policies. Realistic job previews might moderate high expectations for new workers and reduce unmet expectations for experienced workers.     

Employee Satisfaction With Work‐life Balance Policies And Organizational Commitment: A Philippine Study

This study investigates the relationship between public employees' satisfaction with work‐life balance policies (WLBPs) and organizational commitment in the relatively unexplored Philippine context. Our findings show that (i) employees' overall satisfaction with WLBPs is positively related to organizational commitment, (ii) when specific WLBPs are examined, only satisfaction with health and wellness programs are positively associated with organizational commitment, and (iii) when accounting for employees' preferences for WLBPs, compensatory time‐off, childcare policy, health insurance benefits, and paid sick leave are positively related to organizational commitment. The findings indicate that understanding which WLBPs employees prefer is important before implementing WLBPs. The article discusses the theoretical and practical implications of this study in the developing country context. Copyright © 2017 John Wiley & Sons, Ltd.     

职业发展视域下独立学院辅导员工作怠倦的成因及应对策略

独立学院发展面临着严峻的挑战。文章从职业发展的视角出发,在阐述辅导员工作怠倦表现的基础上,分析了辅导员工作怠倦的主要原因,进而提出了解决辅导员职业怠倦的措施。     

职务侵占研究

职务侵占罪的认定,首先要通过《刑法》和相关的司法解释来全面了解并掌握该罪的法律链接,其次应当通过对该罪的客体、主体、客观、主观四要件的认识与理解来完整地确定职务侵占的犯罪构成。最后,根据《刑法》和相关司法解释准确地予以认定罪与非罪。     

警察工作倦怠感研究

为了了解警察的工作倦怠现状,采用MBI-GS通用量表对300名警察进行调查发现,人口统计学变量方面,已婚警察人格解体高于未婚警察;年龄大的警察情绪耗竭、人格解体和自我成就感降低比年龄小的警察严重;警龄长的警察情绪耗竭、人格解体比警龄短的警察严重;中专及以下学历的警察自我成就感降低比大专和本科学历的警察严重。为此,在预防和矫治工作倦怠时,应关注已婚、低学历人员、警龄长和年龄大的警察。     

基于业绩评价的国企经营者监督约束机制研究

寻租、灰色收入、过度在职消费、内部人控制等现象在我国广泛存在。因此,国企经营者监督约束机制的建立是防止这些现象进一步泛滥,防止国有资产进一步流失的有效措施。把对国企经营者的业绩评价与监督约束联系起来,从目标责任约束、阶段业绩评价约束、财务监督、审计监督约束、公司治理结构约束等几方面完善国企经营者监督约束机制。